Mang 4468-Ch5 Job-based Structures & Job Evaluations

Classification method

A series of classes covers the range of jobs. Job descriptions are compared to class descriptions to determine class level. Greater specificity of the class definition improves the reliability of the evaluation. It also limits the number of jobs easily classified. Jobs within each class are considered equal and will be paid equally.

Point (advantage and disadvantage)

A: Compensable factors call out bias for comparisons. Compensable factors communicate what is valued. D: can become bureaucratic and rule-bound

Classification (advantages and disadvantages)

A: can group a wide range of work together in one system D: descriptions may leave too mush room for manipulation

Ranking (Advantages and Disadvantages)

A: fast, simple, easy to explain D: cumbersome as number of jobs increase. Basis for comparison is not called out.

Point Method

Compensable factors Weighting each compensable factor Creating degrees within compensable factors

Point Method Steps

Conduct job analysis Determine Compensable factors Scale the factors Weight the factors according to importance Communicate the plan, train users; prepare manual Apply to non benchmark jobs

Single versus multiple plans

Different evaluation plans are used when work content is too diverse to be evaluated by one plan To be sure that all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs.

Step 4: Weight the Factors According to Importance

Different weights reflect differences in importance attached to each factor by the employer. Determination of factor weights -advisory committee allocated 100 percent of the value among factors.

Job evaluation: major decisions

Establish purpose Decide whether to use single or multiple plans Choose among alternative approaches Obtain involvement of relevant stakeholders Evaluate plan's usefulness

Internal Alignment is most influenced by

Fair and equitable treatment of employees doing similar work in the same skill/knowledge group

Job evaluation is based on a combination of:

Job content Skills required Value to the organization Organizational culture External market

Structure based on job value

Orders jobs on the basis of the relative contribution of the skills, duties, and responsibilities of each job to the organization's goals

Structure based on content

Orders jobs on the basis of the skills, duties, and responsibilities associated with the jobs

Structure, a hierarchy of work

The final result of job analysis, job description, and job evaluation process.

Step 2: Determine Compensable factors

Those characteristics in the work that the organization values, that help it pursue its strategy and achieve its objectives. Based on: Strategy & values of the organization Work performed Acceptable by all stakeholders Adapting factors from existing plans: Skills and effort required, responsibility, and working conditions The hay guide chart-profile method

Benchmark jobs

jobs that are used to represent the range of jobs in a company and that can be used for comparison with jobs in other companies for the purpose of establishing pay rates

job evaluation

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