Ch 5 * Janine*Done Flashcards
Job structure (Def)
hierarchy of all jobs based on value to the organization; provides the basis for the pay structure.
Job evaluation (def)
the process of systematically determining the relative worth of jobs to create a job structure of the organization.
- measure of content
- measure of relative value
- link with external market
- a measurement device
- negotiation
What are the two ways to work related internal structure?
Job based
Person based
What is person based internal structure based on?
Skills and competencies
What is job-based internal structure based on?
Job analysis, evaluation, compensable factors, factor degrees and weighting.
What are the steps to determining the internal job structure?
- Job analysis
- Job description
- Job evaluation
- Job structure
- Pay structure
On what two ways can job evaluation be based?
Job content
Job value
What are the major decision for choosing job evaluation criteria?
- Establish purpose
- Single vs. multiple plans
- benchmark jobs
- choose between methods
- involve stakeholders
- evaluate the results.
What are the things to consider when establishing purpose?
- supports org strategy
- supports work flow
- fair to employee
- motivates behaviour toward org objectives.
Why would employers choose multiple plans?
because the work content of jobs is too diverse to be evaluated by a single plan.
What characteristics does a benchmark job have?
- contents are well known and relatively stable over time
- job is common to a number of employers
- a reasonable number of employees are employed in this job.
What are the job evaluation methods?
Job ranking: raters examine job description to arrange jobs according to their value to the co. Job Classification: describe a group of job class descriptions into which jobs are categorized. Point Method: numerical values are assigned to specific job components; sum of values provides quantitative assessment of the job's worth.
What are the Job Ranking methods?
Alternation ranking: 1, n, 2, n-1, 3, n-2, etc.
Paired comparison: looks at all jobs in relation to all other jobs (ie. 5 jobs, 25 paired comparisons).
What are the three common point method factors?
- compensable factors
- numerically scaled factor degrees
- weights reflecting relative importance of each factor.
(most commonly used system)
What are compensable factors?
Those characteristics of the work that the org values that help it pursue it’s strategy and achieve it’s objective.
- Universal factors
- sub factors
- Degrees or levels
What are the steps in point plan process?
- conduct job analysis
- determine compensable factors
- scale the factors
- weigh the factors
- communicate the plan
- apply to non-benchmark jobs.
What are the criteria for scaling factors?
- limit the degrees to the number necessary to distinguish between jobs
- use understandable terminology
- anchor degree definitions with benchmark job titles
- make it apparent how the degree applies to the job.
What are the universal compensable factors?
skill
effort
responsibility
working conditions
Compensable factor: Skill (def)
The measurement of the physical or mental exertion needed for performance of a job.
Compensable factor: Responsibility (def)
The extent to which an employer depends on the employee to perform the job as expected.
Compensable factor: Working conditions (def)
difficult or unhealthy aspects of the conditions in which the work is done.
What are the three classic Hey Group compensable factors?
knowhow
problem solving
accountability
What should be considered when deciding who should be involved in creating the internal structure?
- fairness to employees
- management commitment
- appeals review process
- political influence.
What’s included in the Hey Group’s problem solving factor?
thinking environment
thinking challenge
