Chapter 5 Outline MAN 5331
Define job evaluation (p.141)
Job evaluation is the process of systematically determining the relative worth of jobs. The evaluation is based on a combination of job content, skills required, value to the organization, organizational culture and the external market.
List (and discuss) some major decisions in job evaluation
Major decisions and job evaluation include established purpose of evaluation, - Establishing a purpose helps ensure the evaluation is a systematic process. A structure is aligned if it supports organization strategy supports workflow is fair to employees and motivates behavior towards organization objectives. decide whether to use single or multiple plans, - Many employers have signed different evaluation plans for different types of work period firms may start with a sample of benchmark jobs. Characteristics of these jobs include that the job is common across employers and not unique to one employer, and its contents are well known and relatively stable. choose among alternative approaches, - obtain involvement of relevant stakeholders, evaluate plans usefulness
How are technical and process dimensions related to the job evaluation process
Some researchers believe that job evaluations could be judged according to technical standards. Others say job content has hidden intrinsic value. Some say the only fair measure is found in the external market
What does it mean to "link content with the external market", and how does it relate to the job evaluation process
Value of job content is based on what it can command in the external market. Skill level and nature of customer contacts become useful criteria for establishing differences among jobs.
Define compensable factors and factor weights
Compensable factors are based on strategic direction of the business and how the work contributes to these objectives and strategy. Compensable factors are those characteristics in the work that the organization values, that helped it pursue its strategy and achieve its objectives.
What are three characteristics common to point methods
Compensable factors based on the strategic direction of the business, and how the word contributes to the objectives and strategy. Factor degrees numerically scaled. Weights reflect and relative importance of each factor.
Why is job evaluation so critical
Complex procedures and bureaucracy can cause users to lose sight of the objectives. Job evaluation allows flexibility to adapt to changing conditions. Flexibility without guidelines increases chaos. Balance guidelines ensures that employees are treated fairly
How are content and value related to the job evaluation process
Content refers to work that is performed and how it gets done. Structure based on job content orders jobs by skills, duties, and responsibilities associated with specific job. Structure based on job value orders job on the basis of relative contribution of the skills and responsibility of each job said organizations goals. May also include the jobs value in the external market.
List (and discuss) the eight steps included in the design of a point plan
Step one: conduct job analysis. A representative sample of benchmark jobs is drawing for analysis. Step 2: determined compensable factors. * see above* Compensable factors should be based on the work performance and acceptable to the stakeholders affected by the resulting pay structure Step 3: scale the factors. Most factors scales are 4 to 8 degrees called interval scaling. Suggested criteria for scaling factors is to ensure that the number of degrees is necessary to distinguish among jobs. Step 4: weigh the factors according to importance. Weights are often determined through an advisory committee. Step 5: select criterion pay structure. A pay structure the committee wishes to duplicate with the point method. Statistical modeling techniques determine the weight for each factor. Step 6: communicate the plan and train users. Prepare a manual and train employees. Employee acceptance is crucial an appeals process may be included. Step 7: apply to non benchmark jobs. Step 8: develop online software support.
What do we call the final result of the job analysis-job description-job evaluation process
The final result of the job analysis - job description- job evaluation process is a structure; a hierarchy of work. Organizations commonly have multiple structures that are divided from different approaches and are applicable to different functional groups or units.
How does the point method represent a significant change from the other two methods
The point method is most commonly used in job evaluations in the United States and Europe. There are significantly different from ranking and classification methods in that they make the criteria for evaluating jobs compensable factors.
