mgmt 4403 ch 5

depth of work

in most organizations probably ranges from strategic leadership jobs (CEOs, general directors) to the filing and mail distribution tasks in the entry-level office jobs

what is based on content orders jobs on the basis of the skills required for the jobs and the duties and responsibilities associated with the jobs.

internal alignment

what kind of characteristic of a benchmark job have?

- its contents are well known and relatively stable over time - the job is common across a number of different employers. it is not unique to a particular employer - a reasonable proportion of the work force is employed in this job

what are the three common characteristics of point methods?

1) compensable factors 2) factor degrees numerically scaled 3) weights reflecting the relative importance of each factor (most commonly used job evaluation approach in the United states and europe)

what are the 8 steps in design of a point plan .

1) conduct job analysis 2) determine compensable factors 3) scale the factors 4) weight the factors according to importance 5) select criterion pay structure 6) communicate the plan and train users 7) apply the non benchmark jobs 8) develop online software support

what is the process for determining relative value?

Job evaluation

classification method of job evaluation

a series of classes covers the range of jobs. class descriptions are the labels. a job description is compared to the class descriptions to decide which class is the best fit for that job

adv and dis for classification?

adv- can group a wide range of work together in one system dis- descriptions may leave too much room for manipulation

adv and dis for point ?

adv- compensable factors call out basis for comparisons. compensable factors communicate what is valued dis- can become bureaucratic and rule bound

what is the advantage & disadvantage of ranking?

adv- fast, simple, easy to explain dis- cumbersome as number of jobs increases. basis for comparisons is not called out

what are the two ways of ranking that are common?

alternation ranking paired comparison

usually higher skill levels or willingness to work more closely with customers usually command higher wages in the labor market

because then skill level and nature of customer contacts become useful criteria for establishing differences among jobs

breadth of work

depends on the nature of business. mirrors the occupations in the entire nation

what is market pricing?

directly matching as many of your own organization's job as possible to jobs described in the external pay surveys you use

what is the problem with ranking?

it doesn't tell employees and managers what it is about their jobs that is important

what does "supports organization strategy" mean?

job evaluation aligns with the organization's strategy by including what it is about work that adds value- that contributes to pursuing the organization's strategy and achieving its objectives. job evaluation helps answer, how does this job add value.

how can job evaluation motivate behavior toward organization objectives?

job evaluation calls out to employees what it is about their work that the organization values, what supports the organization's strategy and its success. it can also help employees adapt to organization changes by improving their understanding of what is valued in their new assignments and why that value may have changed

how does job evaluation support "is fair to employees" ?

job evaluation can reduce dispute and grievance over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the role of chance, favoritism, and bias in setting pay

how can job evaluations support work flow ?

job evaluation supports work flow in two ways. it integrates each job's pay with its relative contributions to the organization and it helps set pay for new, unique, or changing jobs

What are the three hay factors?

know-how problem solving accountability

what is paired comparison ?

method uses a matrix to compare all possible pairs of job. when all comparisons have been completed the job frequently judged "more valuable" becomes the highest ranked job

what is alternation ranking ?

orders job descriptions alternately at each extreme. agreement is reached among evaluators on which jobs are the most and least valuable

what differs on whether job evaluation is based on job content or job value?

perspective

what are the four generic groups the factors tend to fall into?

skills required effort required responsibility working condition used by the National Electrical Manufacturers Association (NEMA) plan

what are compensable factors based on ?

strategic direction of the business and how the work contributes to these objectives and strategy

what is a job based structure?

structure that relies on work content- tasks, behaviors, responsibilities

2) determine compensable factors

these factors reflect how work adds value to the organization. they flow from the work itself and the strategic direction of the business

what are some major decision in the job evaluation process?

they are 1) establish the purpose, 2) decide on single versus multiple plans, 3) choose among alternative methods, 4) obtain involvement of relevant stakeholders, 5) evaluate the usefulness of the results

how can an organization be sure that all relevant aspects of work are included in the evaluation?

they may start with a sample of benchmark (key) jobs

policy capturing ? (statistical approach)

to differentiate it from the committee a priori judgment

what is a job evaluation plan typically developed by ?

using benchmark jobs, and then the plan is applied to the remaining non benchmark jobs

what does the value of job content based on?

what it can command in the external market

a major issues in determining degrees is?

whether to make each degree equidistant from the adjacent degree (interval scaling)

compensable factors should be?

- based on the strategy and values of the organization - based on the work performed - acceptable to the stakeholders affected by the resulting pay structure

what is a job evaluation ? and what is it based on ?

is the process of systematically determining the relative worth of jobs to create a job structure for the organization. the evaluation is based on a combination of job content, skills required, value to the organization, organizational culture, and the external market. this potential to blend organizational forces and external market forces is both a strength and a challenge of job evaluation

what is criterion pay structure and why is that recommended?

it is a pay structure they wish to duplicate with the point plan. it may be the current rates paid for benchmark jobs, market rates for benchmark jobs, rate for jobs held predominantly by males

what does content refer to ?

it refers to what work is performed and how it gets done

1) conduct job analysis

point plans begin with job analysis the content of these jobs is the basis for defining, scaling, and weighting the compensable factors

what are the most common jobs evaluation methods?

ranking classification point method

what is the definition of ranking ?

simply orders the job descriptions from highest to lowest based on a global definition of relative value or contribution to the organization's success (least expensive method)