Why use frameworks within Enterprises?

A large enterprise may be a national PLC, an international or public sector organisation and many such large enterprises will already have a framework in place for recruitment, development, remuneration and reward.

It is always necessary, however, to maintain such a framework to ensure that it is current and meets the needs of the organisation as it changes. Equally the framework should be written in a way which will not require frequent changes as the organisation develops or expands.

With mergers and acquisitions, it may be that two or more established frameworks need to be merged, often across global boundaries. The impact of change under such circumstances, particularly when integrating cultural differences, can be underestimated. Employment law changes and external targets can impact any organisation and a competency based approach can minimise disruption that these things can cause.