Qualification discovery

Before starting

The qualifications module is at your disposal to help you organize the different jobs available within your company. Each employee is associated with a qualification via Poplee Core HR, which is the combination of a job and a grade.

Definitions: qualification, job, sector and grade

Each employee has one qualification, and only one. The qualification is the combination of a job and a grade. Just as there cannot be more than one qualification per employee, there cannot be more than one qualification for a given job and level.

The jobs are fully configurable and defined according to your activity and your needs. They may also reflect the occupations of your collective bargaining agreement or company agreement. 

Each job is matched to a sector. The sectors cannot be modified. There are 14 of them. The sectors offered are the result of a study of the training catalogs offered by the training organizations commonly used by our clients (Cegos, OPCO, Skillup, MonCompteFormation).

The grade is a numerical piece of information, corresponding to a level of expertise within a job, often matched to seniority or a rank. The grade is used to indicate the potential advancement levels within a job.

For example, the Junior Consultant qualification here corresponds to grade 1 of the Consultant job, which is part of the Purchasing sector.

Why use qualifications?

There can be a number of goals regarding the implementation of qualifications within your company:

• To clarify and standardize the jobs of your company in keeping with the job titles and grades (or levels);
• To give employees a more detailed view of their career advancement opportunities;
• To draw up your salary structure and work on any gaps between employees with the same qualification.

Using the qualifications, you can identify your jobs, the grades of each job and the potential career path for each of your employees (promotion, mobility from one job to another, specialization).

Some good practices

If you are in the process of organizing your qualifications, here are some best practices:

Define enough grades.

To define the number of grades for your company, you can refer to:

• Job seniority
• Job performance: attainment of goals, validation of the skills of the current qualification

Distinguish between expertise tracks and management tracks.

When taking stock of the different jobs, this distinction is used to suggest more flexible career paths to your employees.

Example: the job of developer with 5 grades:

Distinguish between the qualification and the employee's job title. 

The job title is a configurable label (Director of Operations, Business Developer, Chief Happiness Officer, consultants or Talent Acquisition), which is mainly intended for external use via their business cards or their LinkedIn profiles.

For example:

You decide to create the sales job (which you will attach to the eponymous sector).

You decide that within this job, 4 grade levels are needed.

You will then be able to create up to 4 qualifications: junior salesperson, experienced salesperson, senior salesperson and sales manager.

Their job title will, however, be identical: Business Developer.

Differentiate the job from the department.

A particular department can be made up of several jobs, and vice versa (e.g. we can find Developers within the Products department as well as within the Technical Management department).

The job definition therefore implies leaving the organization of your company (Establishment + departments) to focus on identifying the groups of skills required to develop.

Find out now how to activate and administer your qualifications in the following article: Administering your qualifications