GHR Position Definition

We are in the beginning phases of our GHR implementation. We are reviewing options to define our position structure. Seeking information from current GHR users about how they define their positions. If they use a one position to one employee position struction or a one position to many employees position structure and also why you decided to go with the structure chosen...is it defaulting, ease for transaction changes, too many positions, etc.

Any information offered is appreciated!

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Comments

Legacy Contributor

In my experience we chose to create job codes as summary for ease of reporting when needed. Then created position specific to department/cost center, so potentially one position to many employees. This allowed us to use manager self service effectively.

Legacy Contributor

We use multi incumbent positions for our field locations where there are multiple people doing the same job. We are switching to a single incumbent position strategy for our corporate office because people tend to want specific position titles and it is easier to manage with single incumbent positions. I also feel the education/change management for managers and the position maintenance strategy for a corporate office setting are both easier when using single incumbent. You don't have to worry about when to create a new position vs editing a position in an environment where titles change frequently.

Legacy Contributor

We follow a similar practice as Kelly mentions - multiple incumbent for Field Retail locations, single incumbent in Support Centers elsewhere. Volume is too great in the field and the variety of jobs doesn't change much, so multi-incumbent works for us in retail.

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