3. job analysis & evaluation

Question 1

what is the difference in terms of definition between pay for job and person?

Answer 1

pay for job refers to the pay for what the job is worth

pay for person refers to the pay for what knowledge and skills the person has

Question 2

what are the differences between pay for job system and pay for person system?

Answer 2

pay for job: an employees earns promoton when employee goes on to do a job of higher responsibility

pay for person: an employee earns higher salary, not necessary get a promotion when obtaining higher qualification or skills

Question 3

what are the advantages to the organization by using the pay for person system?

Answer 3

amass talent, increase organization capability, greater workforce flexibility, can deploy better, prepare for expansion better and motivate employees to upgrade

Question 4

what is the advantage for employees under the pay for person system?

Answer 4

they can earn more with higher qualification

Question 5

what are the disadvantage to the organization by using the pay for person system?

Answer 5

paying for something that is not used frequently, or not yet used on the job, not always clear deliverable for cost incurred and higher salary cost

Question 6

what is pay for person?

Answer 6

the more you learn, the more you earn

Question 7

what are the great eight compencies for pay for person?

Answer 7

1. leading and deciding
2. supporting and cooperating
3. interacting and presenting
4. analysing and interpreting
5. creating and conceptualizing
6. organizing and executing
7. adapting and coping
8. enterprising and performing

Question 8

what are knowledge and skills?

Answer 8

academic qualification certified skills recognized ability

Question 9

what is pay for job?

Answer 9

the more complex job you do, the more you earn

Question 10

what is job analysis?

Answer 10

• involved the identification and description of what is happening on the job
• a systematic method to discover and describe similarities and differences among jobs

Question 11

what does job analysis identify?

Answer 11

• required tasks
• knowledge and skills
• working conditions associated with a job

Question 12

what is the job analysis terminology?

Answer 12

job family - grouping of related job w/ broadly similar content
job - group of tasks performed by one person that make up the total work assignment of that person
task - smallest unit of analysis, specific statement of what a person does, similar tasks can be grouped into a task dimension

Question 13

what are the ways to conduct job analysis?

Answer 13

1. observation
2. interview
3. questionnaire

Question 14

when to conduct job analysis?

Answer 14

• as part of periodic performance review
• assigning a new incumbent to a job
• when major changes are made in product or outputs provided by work unit or individual
• introduction of new equpiment, methods or procedures to workplace
• reorganization of work unit
• implementation of a new pay system
• when a new responsibility is added to a job

Question 15

what is job description?

Answer 15

a written record of the tasks , duties and responsibilities of a specific job complied through job analysis

Question 16

what are the basic information for job description?

Answer 16

• qualifications + professional certification, knowledge and skills and experience needed
• reporting line + supervisory scope + working peers + external working partner
• responsibility: functions or tasks managed
• leadership: degree independence, guidance given, expected leadership contribution
• revenue or size of profit and loss
• span of control
• environment and physical hardshp
• impact

Question 17

what is job specification?

Answer 17

refers to the knowledge, skills, abilities and other characteristics a person should possess

Question 18

what is job evaluation?

Answer 18

the process of systematically determining the relative worth of jobs to create job structure for the organization

Question 19

what are the job evaluation methods?

Answer 19

• job ranking
• job classification
• point method

Question 20

what is job ranking?

Answer 20

raters examine job description and arrange jobs according to value to company

Question 21

what is job classification?

Answer 21

classes or grades are defined to describe a group of jobs

Question 22

what is the point method?

Answer 22

• numerical values are assigned to specific job components; sum of values provides quantitative assessment of job’s worth
• most common methods

Question 23

what is the 7 steps in point method?

Answer 23

1. conduct job analysis
2. determine compensable factors
3. scale the factors
4. weight the factors according to importance
5. implement into pay structure
6. communicate the plan and train users
7. apply to non-benchmark jobs

Question 24

what will be achieved through fainess of the design process?

Answer 24

employee and management commitment, trust, acceptance of result

Question 25

what are appeals and review procedures?

Answer 25

• ensure procedural fairness

- procedures should be judged for their susceptibility to political influences