gradar

gradar is a job architecture and compensation management solution designed to assist organizations in designing and managing their job structures, conducting job evaluations, and establishing fair and transparent pay structures. According to the vendor, gradar is suitable for a wide range of organizations, including those in the Human Resources, Compensation and Benefits, Talent Management, Organizational Development, and Consulting industries.

Key Features

Job Evaluation: According to the vendor, gradar enables organizations to analyze and evaluate jobs through three career paths. It offers consistent and bias-free job evaluation tailored to specific needs, allowing organizations to determine the relative value of positions based on input, throughput, and output.

Competency Management: The vendor claims that gradar allows instant translation of job evaluation results into job family and grade-specific competencies. It offers customization of job profiles for various roles within the organization and facilitates the alignment of professional competencies with job requirements. The vendor states that this feature enhances talent management and succession planning.

Job Architectures: According to the vendor, gradar enables organizations to create an analytical basis for an organization-specific career framework. It allows the definition of career paths, job titles, and job descriptions. The vendor claims that this feature improves succession management and recruitment processes by aligning competencies with job requirements.

Compensation Benchmarking: The vendor states that gradar helps structure effective remuneration systems to retain talented staff. It automatically translates job evaluation results into benchmark job codes and allows organizations to upload market data to set salaries at the appropriate level. The vendor claims that this feature enables the linking of market data and analyses with job evaluation results.

Compensation Structuring: According to the vendor, gradar allows organizations to establish transparent compensation structures beyond job pricing. It facilitates the creation of pay bands to accelerate salary reviews and negotiations. The vendor states that organizations can use structural data from pay scales for budgeting and controlling to ensure internal equity and market competitiveness.

Equal Pay Analysis: The vendor claims that gradar helps organizations ensure equal pay for equal work and defend against pay equity claims. It enables the analysis of salary distribution within a grade among male and female employees, aiming to identify potential discrimination before it becomes a real issue. The vendor states that this feature supports efforts to close the gender pay gap and promote pay equity.

User-Defined Hierarchies: According to the vendor, gradar allows organizations to customize up to six variables to support workflows and mirror function families. It offers the addition of custom descriptions to any item and the use of variables as filters. The vendor states that this feature enhances job architecture customization and flexibility.

Global Job Families: The vendor claims that gradar enables organizations to link roles to a comprehensive catalog of global job families. It allows the assignment of up to seven job-specific competencies from an integrated competency library. The vendor states that this feature serves as a basis for benchmark job matching and market data analysis, enhancing job architecture standardization and alignment.

Real-Time Cross Comparison: According to the vendor, gradar facilitates the comparison of job grades and results across job families and departments. It allows the export of views to communicate results to managers or employees. The vendor states that this feature helps verify existing level structures and supports the development of career steps by providing a comprehensive overview of job grades in a live matrix.

Market Data Analysis: The vendor claims that gradar enables organizations to calculate results from different market data sources or internal benchmark data. It allows the selection of up to six different trend lines from selected market data sets and the display of trend lines as overlays over compensation structure charts. The vendor states that organizations can set up and manage pay bands and pay groups based on market data using this feature.