Designing Compensation Systems and Employee Benefits

1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is the fundamental process that creates the support of all human resource activities. It is also explained in a clearer way as the process of gathering, documentation and analyzing information about the work needs for a job. The information collected in a job analysis, and reflected through a job description; contain a description of the framework and the principal requirements of the job, and information about the skills, responsibilities, mental models and methods for job analysis. They include, the Position Analysis, Questionnaires, which converge on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method. A job analysis gives a goal picture of the job, not the person implementing the job, and as such, provides fundamental information to aid all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning. Job analysis is the method for acknowledging responsibilities or behaviors that describe a job. Separately from attesting the integrity of selection methods, job analysis is the support of virtually scales every other section of industrial psychology, involving performance appraisal training and human elements. Furthermore, job analysis is the essential part of job evaluation, the method for establishing. Job evaluation is a useful method, created to enable trained and skilled employees to judge the size of one job comparative to others. This does not precisely decide pay levels, but will create the basis for an internal ranking of jobs. The most two prevailing methods of job evaluation that have been implemented are first,