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The current managerial developments reveal numerous attempts to implement agile ways of working. Yet, organizations often base their HR management on a tool that, on the face of it, is not very compatible with this agility: job classifications. But to what extent are these incompatible with agile organizations? The theoretical framework of economies of worth allows us to model and interpret what happens in organizations when these two worlds collide: clarification, coexistence, arrangement, and compromise.