Complex alternative qualifications/requirements for job/position level

Question

Dear collegues,
I've faced a problem when assigning job qualifications.
The Client (State Authority) has experience requirements for jobs/positions something like this:
Ex. for Committee Director position requirements are:
5 years of general experience, including 1 year in state authorities OR
4 years of general experience, including 1 year in state authorities after finishing government study programme - Western Bachelors degree OR
3 years of general experience, including 1 year in state authorities after finishing government study programme - Western Masters degree OR
3 years of experience in State Authorities OR
6 years of general experience, including 2 years on Executive positions OR
3 years of general experience if having Doctors degree
So, we have 6 alternative bundles of requirements for the position, which contain several requirements in itself.
Is there a possibility to make qualification blocks alternative?
Or any other suggestions please?
It broke my brain today))
thank you,
best regards,
Yevgeniy

Answer 1

Thanks for the confirmation Yevgeniy.
First thing that organization has to plan is: alternative qualification mapping for scales which can be easily read and considered for all process front like Recruitment, Hiring, building Competency Mapping, Performance Management, and Learning Management. This requires a complete change management process as to how to manage Job Family Architecture would fit the organization and it's organizational structure based on Position and Qualification.
For all the alternate qualifications they have; you need to simply build a scale as Option 1, Option 2, Option 3, etc and each position qualification description will be held in position description rather in Personnel Development.
Therefore, QK would be called as Experience and Q would be Relevant Experience with Scales attached as Option 1, Option 2, Option 3, Option N... etc. I still don't know what Option 1, Option 2... Option N... could be described as and you can write small description for each options as well (SuccessFactors have scales which can hold large texts as well, but in SAP the text width in scale level is limited).
If you patch up with client on this approach, they can help you out. We have succeeded this approach to one of my engagement as Qualification via Job / Position Architecture.
The advantage of this approach is: Only the scale is configurable, the rest is masters which can be changed or overlooked anytime. With reference to your context, all the data structures should be managed as masters rather custom or configurable as it would lead to inconsistency on a longer run.
Hope this helps. Do let me know if you still need any clarifications. Thanks in advance.
Regards,
Saravana Gopalan
Senior Business Consultant - Human Capital Management
SAP Service Line | Cloud Computing (SuccessFactors / Etc)
E/ [email protected]