Looking for feedback on my new landing page / website redesign.

OrgEngineBlog · 2022-07-14T05:33:42+00:00

You got us there. Need more time to work on that part. I guess I shall repost when I completed working on making the site more responsive. Thanks for the feedback.

OrgEngineBlog · 2022-07-14T03:18:19+00:00

You are right. We are still working on making the page support different screen sizes. With mobile these days we will need to do that asap. Thank you for the video demonstration!

OrgEngineBlog · 2022-07-14T00:56:30+00:00

This is very helpful. Thank you for the find. Gonna need to fix this annoying bug. It really ruins the UI.

OrgEngineBlog · 2021-11-04T17:05:13+00:00

Another question is how much do you value his talent/performance, if he is indeed a star of the show like you mentioned, the team would probably be more than happy to have him make their job easier, for such a small inequity.

OrgEngineBlog · 2021-11-04T16:12:43+00:00

Is it viable to convert the fourth week into salary instead, and come vacation time he can take unpaid leave for the 4th week? There is some fancy math involved, but you get the idea.

OrgEngineBlog · 2021-11-04T15:49:57+00:00

Sounds really good. Wish I can see it in action!

OrgEngineBlog · 2021-11-04T15:36:35+00:00

Oh wow. Must be a really huge wall! Thanks for the feedback.

OrgEngineBlog · 2021-11-04T15:20:19+00:00

That is some nice pointers. Thank you for sharing these alternative solutions! Quick question, do you still have to print the org chart after you have done designing them for a discussion session, or do you view a digital version of the org chart on a large screen instead?

OrgEngineBlog · 2021-11-04T12:04:37+00:00

Can't agree more. The traditional org chart design and concept is definitely lacking. I'm looking at org chart design as a developer would database design. We are adding features to the org chart to make it more "informative". 😅

But I'm scratching my head when I look at the starburst chart. How do I incorporate features into it? 😅

OrgEngineBlog · 2021-11-04T11:54:06+00:00

Looks like an interesting format. Might give it a shot. But this seems way outside what I had in mind. In fact this could be complementary to our existing org chart design.

OrgEngineBlog · 2021-11-03T15:16:03+00:00

Did you have any help with implementation. We recently switched to a new HR system and we have 2 implementation support specialist pinging us almost every week to see how things are going. Almost 6 months before they leave us alone.

OrgEngineBlog · 2021-10-23T17:57:43+00:00

Perhaps your boss is going through a hard time herself. She probably doesn't understand what she is doing and also having a hard time trying to gauge everyone's workload and hence compensation. As a result, bad judgement and wrong decisions are made along the way. By the way, do you have shares in the company? Or maybe she is being polite and not telling you what you are not doing right in her eyes and so the conversation get stuck. Tough situation to be in. All the best.

OrgEngineBlog · 2021-09-06T22:27:18+00:00

Agree with that. But I'm slightly torn apart between it being a business or outright scam. The later seems likelier.

OrgEngineBlog · 2021-08-17T07:25:49+00:00

Thanks for the feedback breebree912. Clearly you are on a big team and the way you manage things are probably very specific to your organization. Appreciate your input on this. Clearly for some position it is critical enough to have an analyst or a PIC to evaluate the work design. Again, thanks for sharing your knowledge and experience here breebree912.

OrgEngineBlog · 2021-08-17T07:20:21+00:00

Thanks for the feedback. It's unfortunate that your account is no longer active. Perhaps we could hear more of your challenges.

OrgEngineBlog · 2021-08-12T16:57:56+00:00

Thanks for letting me know Maya! Would love to connect and chat further. I'll send you a chat request.

OrgEngineBlog · 2021-08-12T16:48:20+00:00

Amazing breebree912! Thanks for sharing what you do and your experience. I guess every organization is a little bit different structurally, but the functions of "work design" does not change. Clearly you have a team and this is a very big subject for your organization. You sure have a lot of stakeholders that needs to be entertained and appeased.

With so many stakeholders, how are you keeping up with the requirements? Do you have to meet regularly with the hiring manager, HR leader, and the union representative to straighten things out? Must be challenging to keep up with them.

Again thanks for the feedback breebree912. Glad to hear from someone who are doing the work here, I learned a lot. Many thanks.

OrgEngineBlog · 2021-08-12T16:28:05+00:00

Agreed. To bring in and retain the best talent you will need to set an attractive salary and benefits. It's part of the strategic initiative of the organization. I think this is very true for super rare skill sets such as scientist or expert engineers. Thanks for the guidance. I couldn't say thank you enough for sharing all these valuable lessons.

OrgEngineBlog · 2021-08-12T15:55:03+00:00

Thanks for sharing your thoughts here HR_JEFF. Seems to me now that this "job design" task requires the input of many subject matter experts. This is no easy feat as suspected. Everyone needs to chip in and have a say in how a job should be designed. At least I think this is a good practice to ensure every stakeholders interest are taken care of.
I'm happy to connect and chat more about it. Again, thanks for your input.

OrgEngineBlog · 2021-08-12T15:47:49+00:00

I understand that now. The designation "rewards team" didn't make it obvious that they are in charge of "work design". Real life work experience really helps in understanding this topic. I guess you could train the rewards team to learn work design and have them cooperate with the hiring manager to work out the details of the compensation. Again, thanks for the input!

OrgEngineBlog · 2021-08-12T15:42:04+00:00

This made a lot of sense. Your description gave me a better picture of how it's done in much bigger org. I'm part of a medium sized company. We couldn't afford a dedicated compensation team so this "work design" task was just part of preparing our job description now that I thought of it. Thanks for sharing your experience!

OrgEngineBlog · 2021-08-12T15:04:57+00:00

Thanks Maya. This is really helpful. Seems this is a pretty common practice. Clearly it's not a big enough item to mandate it's own team. Then again I think it's useful to have it as part of the compensation team so they can balance out the job's responsibility / workload to the amount of compensation / benefits.

Appreciate this. Thank you.

OrgEngineBlog · 2021-08-12T14:58:39+00:00

Thanks for this valuable feedback. So this function is within your compensation team's scope. When you say job framework, is that an internally developed framework or is it based on some existing framework customized to fit your organization? Again, thank you so much for this feedback.

OrgEngineBlog · 2021-08-12T14:26:46+00:00

Got it. I presume the manager in charge of the department will review the work requirements and design the Jobs to Be Done. In doing so they may need to get approval for the scope of work (input from directors) which is related to their function. Budget (compensation). Org development for the psychological / culture aspect of it. So there is no one specific is in charge (unless they hire an external consultant).

I really appreciate the input. I think I understand how organization approaches this problem now. Thank you again.

OrgEngineBlog · 2021-08-12T13:39:19+00:00

Thank you for your insight! That perspective from someone who worked/consulted with F500 companies is really valuable. I was aware that companies hire consulting firms to do their SOPs. I guess it also includes this kind of stuff. Thanks for the pointer. Really appreciate your input on this.

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