Accurately evaluate your jobs and new hires

The world of work is changing faster than ever. But even in volatile times, organizations are having to balance market expectations, manage cost pressures, meet business objectives and engage with a workforce in transition. Amidst all the competing priorities, how do you know your new roles and hires are the right ones for your business? And how can you ensure fairness and equity across all your diverse geographic locations?

Mercer IPE (International Position Evaluation) is a global job evaluation and classification methodology based on tested business-related factors and dimensions. 

IPE works because it truly reflects the core job attributes you need.

The job evaluation method provides an organizing framework based on:

1. A job's analysis and classification as well as its value within the context of an organization. 
2. The wider commercial environment. 

IPE implementation takes into consideration your company hierarchy, the complexities of the business and the alignment of jobs to the business objectives.

Our proprietary job evaluation methodology enables your organization to establish a global and market-leading role definition and evaluation framework.

The framework helps you:

• Manage a multi-generational workforce with different motivators
• Overcome talent and skill scarcity
• Integrate technology and automation
• Incorporate talent data in your decision making
• Integrate new working models
• Facilitate talent mobility
• Reduce workforce costs
• Minimize your talent-related risk

So your business can focus on growth.

Our proprietary job evaluation methodology enables your organization to establish a global and market-leading role definition and evaluation framework.

The framework helps you:

• Manage a multi-generational workforce with different motivators
• Overcome talent and skill scarcity
• Integrate technology and automation
• Incorporate talent data in your decision making
• Integrate new working models
• Facilitate talent mobility
• Reduce workforce costs
• Minimize your talent-related risk

So your business can focus on growth.

• Support talent management and reward programs through consistent and reliable job classification
• Facilitate flexibility and talent mobility across the organization
• Maximize HR spend through better alignment of jobs and people to bands/ranges
• Optimize your HRIS through consistent job definition, use of data elements, and enhanced reporting and analytics
• Facilitate HR and management decision-making with respect to resource utilization and rewards

• Support talent management and reward programs through consistent and reliable job classification
• Facilitate flexibility and talent mobility across the organization
• Maximize HR spend through better alignment of jobs and people to bands/ranges
• Optimize your HRIS through consistent job definition, use of data elements, and enhanced reporting and analytics
• Facilitate HR and management decision-making with respect to resource utilization and rewards

Organization sizing plays a key role in quantifying the level of impact and contribution a job has on your organization's success.

Mercer IPE's organization sizing approach is delivered through a value chain assessment and helps differentiate segments of your business based on three components: 

1. Headcount
2. Economic volume
3. Complexity

The Mercer IPE evaluation factors reflect the latest thinking on how successful companies view and evaluate jobs. Consistent application of these factors during the evaluation process can: 

• Enhance business understanding
• Support the assessment of relationships between jobs and job families
• Fairly align your jobs between levels, among business segments and across borders