Does that sound familiar?
Globally operating companies usually have neither consistent job titles nor a structured job landscape – at least not across national borders. So, global evaluations, based on the position or the employee, are difficult or even impossible.
Employee-related master data – such as entry date, birth date, existing qualifications, employee's job title, etc. – are maintained at the employee level. Job related master data is rarely maintained consistently in large enterprises. As a result, job titles, job content, required qualifications, experience and skills, etc. are mostly not created as model information. This means that HR employees can indeed identify individual employees in the system, but they are unable to carry out structural reporting and analyses for basically similar jobs.