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Total Rewards Management > Job Evaluation > Flashcards

Job Evaluation Flashcards

1
Q

What is job analysis?

A

The systematic process of determining skills and knowledge required for performing jobs.

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2
Q

What can the information collected from the job analysis be used for? (2)

A

(1) job descriptions

(2) job specifications

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3
Q

What is a job specification?

A

Document that states the tasks, duties and responsibilities of the job.

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4
Q

What is a job specification?

A

Document containing the minimum acceptable qualifications that a person should possess in order to perform a particular job.

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5
Q

In reality, ___ are often included in the ____.

A

JS, JD.

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6
Q

What are the uses of job analysis?

A

(1) recruitment and selection
(2) performance appraisal
(3) training and development
(4) compensation

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7
Q

How is JA used in recruitment and selection? (2)

A

(1) identifies the skills and experience required to perform the work
(2) helps to recruit the right people with the right skills and attitudes

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8
Q

How is JA used in performance appraisal? (2)

A

(1) helps employees to understand the expected behaviours and results on the job
(2) assists managers to assess employees’ performance

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9
Q

How is JA used in training and development?

A

Training programmes can be designed to ensure employees have the skills

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10
Q

How is JA used in compensation?

A

(1) establishes similarities and differences in the content of the jobs
(2) helps to establish an internally fair and aligned job structure

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11
Q

What is job evaluation?

A

The process of systematically determining the relative worth (or value) of one job in relation to another.

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12
Q

What are the purposes of job evaluation? (3)

A

(1) to identify the organisation’s job structure
(2) to eliminate pay inequities and bring order to the relationships among jobs
(3) to develop a hierarchy of job value for creating a pay structure

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13
Q

What are the job evaluation methods?

A

(1) ranking
(2) classification
(3) point

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14
Q

What is the ranking method?

A

Orders job descriptions from highest to lowest based on a global definition of relative value or contribution to the organisation’s success.

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15
Q

What is the advantage to ranking method?

A

(1) simple,
(2) fast, and
(3) easy to understand and explain

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16
Q

What is the disadvantage to ranking method?

A

(1) cumbersome- when no. of jobs increases
(2) basis for comparison is not called out
(3) evaluations become subjective opinions if the criteria on which jobs are ranked are poorly defined

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17
Q

What are the approaches to ranking method?

A

(1) alternation ranking

(2) paired comparison

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18
Q

How is alternation ranking carried out?

A

(1) orders JD alternately at each extreme
(2) agree on which jobs are the most and least valuable (10 v 1), then (9 v 2) and so on, until all jobs have been ordered.

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19
Q

Can ranking be done chronologically instead?

A

Yes.

20
Q

How is paired comparison carried out?

A

(1) uses a matrix to compare all possible pair of jobs
(2) comparison between 2 jobs, and 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.

21
Q

Regarding the drawbacks to ranking method, how can it be minimized?

A

Evaluators using this method must be knowledgeable about every single job under study.

22
Q

What type of company is suitable for the ranking method?

A

Small and medium sized organizations with relatively few jobs.

23
Q

What is the classification method?

A

Involves defining a no. of classes or grades to describe a group of jobs

24
Q

How is the classification method carried out?

A

A JD is compared to the class description to decide which class is the best fit for that job.

25
Q

What is the outcome of the classification method?

A

Series of classes with a number of jobs in each

26
Q

What is the advantage of classification method?

A

Can group a wide range of work together in one system.

27
Q

What is the disadvantage of classification method?

A

Descriptions may leave too much room for manipulation.

28
Q

How are class descriptions manipulated?

A

Easy to define those that are measurable but difficult for those that are not.

29
Q

What is the point method?

A

Most popular JE method used by large and small organizations.

30
Q

How does the point method differ from the ranking and classification methods?

A

Compensable factors- the criteria used for evaluating jobs is explicit

31
Q

How is the point method carried out?

A

(1) numerical values are assigned to specific job factors

(2) sum of these values provides a quantitative assessment of a job’s relative worth

32
Q

What are the common characteristics of point method?

A

(1) compensable factors
(2) factor degrees
(3) weights

33
Q

What are compensable factors?

A

(1) factors based on the strategic direction of the business

(2) reflect how work adds value to the organisation

34
Q

What are factor degrees?

A

Numerical scale

35
Q

What are weights?

A

Relative importance of each factor to the overall value of the job.

36
Q

What is the main definition of compensable factors?

A

Compensable factors are those characteristics in the work that the organisation values, that help it pursue its strategy and achieve its objectives.

37
Q

How to scale the factors?

A

Construct scales reflecting different degrees within each factor.

38
Q

How to construct scales?

A

(1) determine the no. of degrees/levels for each job

(2) define each degree

39
Q

What do the different weights reflect?

A

Differences in importance attached to each factor by employer.

40
Q

How are weights determined?

A

Through an advisory committee that allocates 100% of the value among the factors.

41
Q

What is the advantage to point system? (2)

A

(1) compensable factors call out basis for comparisons

(2) compensable factors communicate what is valued

42
Q

What is the disadvantage to point system?

A

Can become bureaucratic and rule-bound.

43
Q

What is the final result? (JA->JD->JE)

A

A job structure- hierarchy of work.

44
Q

What does the hierarchy in job structure translate?

A

The employer’s internal alignment policy into practice.

45
Q

What is a salary structure?

A

(1) defines the different levels of pay for jobs or groups of jobs by reference to their relative internal value as established by Job Evaluation, to their relativities (established by salary survey)
(2) provides scope for career progression

Total Rewards Management (10 decks)

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