Assignement 4 Flashcards
1. Understand the role that job evaluation plays in job-based structures. 2. Explain different criteria used in job evaluation process. 3. Summarize the most commonly utilized job evaluation methods. 4. Detail the steps involved in a point method job evaluation. 5. Discuss who should be involved in the job evaluation process. 6. Describe the hierarchy of work structure that results from a job evaluation.
What is Job Evaluation?
The process of systematically determining the relative worth of jobs to create a job structure for the organization.
Job Evaluation is based on:
A combination of job content, skills required, value to the organization, organizational culture and the external makret.
Job Structure Based on Job Content:
Refers to skills required for the job, its duties and responsibilities.
Job Structure Based on Job Value:
Refers to the relative contribution of the job to the organization’s goals.
“Measure for Measure” Vs “Much Ado About Nothing”
The issue is whether job evaluation should be viewed as a measurement device, and therefore be valued according to technical standards, or as an administrative procudure that invites discussion and consenus.
Technical Standards in “Measure for Measure”
Some researchers say that if a job value can be quantified, then job evaluation takes on the trappings of measurements and can be judged according to technical standards.
People making pay decisions view on Measure for Measure
Those involved in actually making pay decisions see job evaluation as a process to gain acceptance of pay differences among jobs. An administrative procedure wit which the parties become involved and committed. They see job evaluation as a process to help gain acceptance of pay differences among jobs.
Job Evaluation is a measure of job content
An assumption of job evaluation.
The assumption is that job content has intrisinc value outside of the external market
Job Evaluation is a measure of relative value
An assumption of job evaluation.
The assumption is that relevant groups can reach consensus on realtive value
Job Evaluation is linked with the external market
An assumption of job evaluation.
The assumption if that job worth cannot be specified without reference to external market information
Job Evaluation is a Measurement Device
An assumption of job evaluation.
The assumption is that honing instruments will provide obejective measures
Job Evaluation is Negotiation
An assumption of job evaluation.
The assumption instills rationality toa social/political process, establishes rules of the game and invites particiaption
Purpose of the Evaluation
First major decision of a job analyst is to establish the purpose of the evaluation. Establishing the purpose helps to ensure that the evaluation is a rational, systematic tool to achieve an equitable, work-related pay structure rather than a useless bereaucracy.
Job Evaluation should be tied to internal alignment because:
it can support work flow by intergrating pay with relative contribution. It can reduce disputes and grievances over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the rold that chance, favortism, and bias may play.
Single Versus Multiple Plans
Major Job Evaluation Decision.
Single Plan
Uses the same factors to evaluate all job families across the orgnization.
Mutiple plans
Use different plans and different factors for different job families. This approach allows the plan to be tailored to what is imporant in each type of work. Many say that jobs are too varied to be accurately evaluated by a single plan.
Job Ranking
Orders the job descriptions from highest to lowest based on a global definition of relative value or contribution to the organization’s success. It is the simpilest, fastest and easiest method- initially. Doesn’t tell employees and managers what it is about their jobs that is important.
Alternation Ranking
Orders job desriptions alternatively at each extreme. Agreement is reached among evaluators on which jobs are the most and least valuable, then the next most and least valuable and so on until all the jobs have been ordered.
Paired Comparison
Uses a matrix to compare all possible pairs of jobs. The higher ranked job is entered in the cell of the matrix. When all comparisons have been completed, the job most frequently judged “more valuable” becomes the highest ranked job and so on.
Drawbacks to Alternation Ranking and Paried Comparison
The criteria on which jobs are ranked are usually so poorly defined, if they are specifed at all, that the evaluations become subjective opinions that are impossible to justify in strategic and work-related terms. Evalutor must be knowledgable about every single job under study.
Classification System of Job Evaluation:
A series of classees covers the range of jobs. A Job description is compared to the class descriptions to decide which class is the best fit for that job. Each class is described in such a way that it captures suffiecient work detail, yet it is general enough to cause little difficulty in slotting a job description into the approriate class. The classes may be described further by including titles of benchmark jobs that fall into each class.
Intra-class Comparisons
Jobs are compared to each other. This is done to make sure that jobs within each class are more similar to each other than to jobs in adjacent classes. Jobs within each class are considered to be equal (similar work) and will be paid equally. Jobs in different classes should be disimilar and may have different rates of pay.
Point Plan System
Most commonly used approach to establish pay structures in the United States and Europe. Make explicit the criteria for evaluating jobs (compensable factors)
