Bashker “Bob” Biswas, Ph.D. is the Principal of The Biswas Group Inc., a Human Resource Consultancy. Dr. Biswas is also a Professor of Human Resource Management at California State University. The companies he has worked for are: Control Data, Bechtel, Memorex, Maxtor, Hitachi Data Systems and BioGenex. In addition, he has held consulting positions at Skopos Corporation and Coopers & Lybrand and PricewaterhouseCoopers. In total he has provided Consulting to over 60 companies. Dr. Biswas has taught at Sacramento State University, San Jose State University, Golden Gate University, Santa Clara University and Ohlone College. Dr. Biswas has authored many articles in Human Resource Management. He has been quoted as a subject matter expert in the Wall Street Journal, the San Francisco Chronicle and USA Today. Dr. Biswas has conducted workshops and seminars all across the world. Dr. Biswas holds B.A., M.A., M.B.A. and Ph.D. degrees. He has been a member of WorldatWork (American Compensation Association) since 1972. He has received a life time achievement award from this organization.
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Totally agree. I have worked with a job family structure that outlines the essential functions for each family of job titles, and the professional tiers within the families. The tiers are defined by a set of critieria describing qualifications and skills typically expected for performing work at that career level. Jobs are market priced and the tier structure is broad banded. Managers are counseled on the use of this structure for assigning job responsibilities within the appropriate tier that they may provide pay recognition for changes in job focus that may not necessitate a change “between tiers”. Because managers may make job changes without developing a new job description and trying to justify the degree of change to HR it has greatly enhanced the compensation professional’s ability to focus efforts on consulting instead of administration. We no longer spend an inordinate amount of time on individual job evaluations where managers vie for “points” based on the lengthy details of the description. Nor the updates and arguments on the change in # of subordinates and/or budget responsibility or disputes on the perceived value of various aspects of the duties. It has been empowering and effective providing managers the tools and resources and associated expectations to what they are actually paid for – managing their employees to accomplish business goals while encouraging employee engagement, personal responsibility for career management, and high performance.