CH.6 Flashcards
What is a skill-based pay structure?
Linking pay to the depth or breadth of skills, abilities and knowledge acquires that are relevant to the work.
What is a job-based pay structure?
Pays employees for the job to which they are assigned, regardless of the skills they possess
Types of skill-based plans?
Specialist: In depth, Generalist/multiskill-based: Breadth
What is the purpose of skill based structure?
- support the strategy and objectives
- support workflow
- fair to employees
- MOTIVATE behaviour toward organizational objectives.
What is a skill Analysis?
A systematic process to identify and collect info about skills required to perform work in an organization.
What are the four steps of Skill Analysis
- Collect information
- decide on method to use to determine and certify skills
- decide who should be involved
- assess usefulness of results
Basic decisions when determining the internal skill-based structure.
- What is the objective plan?
- what info should be collected?
- what methods should be used to determine and certify skills?
- who should be involved?
- How useful are the results for pay purposes?
Path to determining the internal skill-based structure
skill analysis–>Skill blocks–>skill certification–>skill-based structure.
During skill analysis information is collected on?
- foundation skills
- core elective skills
- optional elective skills
steps to determining the internal competency based pay structure
core competencies–>competency sets–>behavioural descriptors–>competency-based pay structure
What are competencies?
underlying, broadly applicable knowledge, skills and behaviours that form the foundation for successful work performance (exhibited by excellent performers more consistently than average performers).
What is a competency set?
A grouping of factors that translate core competency into observable behaviour. example: cost management, business understanding.
What are competency indicators?
observable behaviours that indicate the level of competency within a competency set. For example, “identifies opportunities for savings”
What is competency analysis?
A systematic process to identify and collect information about the competencies required for successful work performance.
What kind of info do you collect in a competency analysis?
- personal characteristics
- visionary competencies
- organization-specific competencies
Last step in competency analysis?
Establish Certification methods.
What does a competency based job structure look like?
Level 4-Expert, Job title Visionary,champion,executive
level 3-advanced,Job title: coach; leader
level 2-resource,job title: contributor;professional
level 1-proficient,job title: Associate
What are the main purposes of job and person-based pay procedures?
To design and manage an internal pay structure that helps achieves organizational objectives.
To be aligned with internal alignment policy
to support business operations.
When managing the plan 2 things must happen, what are they?
- details of plan should be described in a manual (online)
2. Must communicate the plan in order to gain employee acceptance.
3 ways to avoid bias in pay structures.
- Define compensable factors and scales to include content of jobs held predominantly by women.
- ensure that factor weights are not consistently biased against jobs held predominantly by women. Are factors usually associated with these jobs always given less weight?
- Apply the plan in as bias free a manner as feasible. Ensure that the job descriptions are bias free, exclude incumbent names from the job evaluation process, and train diverse evaluators.
What are the values of the 3 contrasting approaches
job based: Compensable factors
skill-based: Skills
Competency based:Competencies
How do each of the 3 approaches quantify value?
job based: Factor degree weights
skill based: Skill levels
CB:Competency levels
mechanisms to translate pay in 3 approaches
jb: assign points that reflect criterion pay structure
sb: Certification and price skills in external market
cb: Certification and price competencies in external market
