...JOB EVALUATION: PROCESSES AND PROCEDURES 1. INTRODUCTION 1.1. The purpose of this document is to lay down the guidelines, processes and procedures to be followed during job evaluations sessions. An attempt has been made not to re-design the job evaluation system (Peromnes System) currently applied by the University of South Africa, but to explain how the system works in a more understandable manner. General job evaluation concepts will be explained over and above the Peromnes concepts. This document should not be treated as a manual but merely as a guide to the job evaluation process and will be subject to review from time to time. 1.2. 1.3. 1.4. 2. OBJECTIVES/PURPOSES OF JOB EVALUATION 2.1 Primary Aim Job evaluation determines (measures) the “intrinsic” worth of jobs, based on systematic assessment of the degree of complexity of job content and requirements, and to do this independently of any pre-conceived standards of remuneration and without regard to the qualities and performance of the actual incumbents who perform the jobs. 2.2. Secondary Aim 2.1.1. Job evaluation relates jobs to each other in terms of their intrinsic worth, and hence to determine relative complexities of different jobs and a rational job structure within an organisation. Job evaluation provides a rational basis for equitable remuneration (pay and benefits) within an organisation, so that defensible rates of remuneration may be assigned to jobs themselves and to the individuals who perform...
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... LESSON: 10 Job Evaluation Learning Objectives: 1. To know basic approach to Job Evaluation. 2. To importance of Job Evaluation and its effectiveness. 3. To know the important methods of Job Evaluation. Now friends we will discuss about how jobs used to be evaluated in an organization; if somebody having any idea about it please start explaining it; this can be explained in the following way. Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. It should be noted that in a job evaluation programme, the jobs are ranked and not the jobholders. Jobholders are rated through performance appraisal. “Job evaluation is a process of finding out the relative worth of a job as compared to other jobs” Now, who is going to explain the objectives of job evaluation? The following objectives are derived from the analysis of the above-mentioned definitions: 1) To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization. 4) To determine the ranks or grades of various jobs. 5) To ensure fair and equitable wages on the basis of relative worth or value of jobs. In other words...
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...Job Evaluation Method: The essence of compensation administration is job evaluation and the establishment of the pay structure. Let’s now turn our attention to the topic of job evaluation. By job evaluation we mean using the information in job analysis to systematically determine the value of each job in relation to all jobs within the organization. In short, job evaluation seeks to rank all the jobs in the organization and place them in a hierarchy that will reflect the relative worth of each. There are four general job evaluation methods. Ranking method The description of each job being evaluated and arrange the jobs in order according to their value to the company. This method requires a committee – typically composed of both management and employee representative – to arrange join a simple rank order from highest to lowest. No attempts are made to break down the jobs by specific weighted criteria. The committee members merely compare two jobs and judge which one is more important, or more difficult to perform. Then they compare the other job with the first two, and so on until all the jobs have been evaluated and ranked. The most obvious limitation to the ranking method is its sheer inability to be managed when there are a large number of jobs. Other drawbacks to be considered are the subjectivity of the method- there are no definite or consistent standards by which to justify the rankings- and the fact that because jobs are only ranked in terms of order, we have no knowledge...
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...Answer 3 Geneva could obtain a salary increase through broad banding. Broad banding refers to the collapsing of job clusters or tiers of positions into a few wide bands to manage career growth and deliver pay (World at Work. This important tool allows an organization to establish a job worth ranking system and provide maximum rate of pay limitations for each job through pay structures. Geneva’s position could be compressed into another pay band with a higher maximum rate of compensation. Such a task should prove less difficult for a secretary’s role. Geneva could be cross trained for another position and develop a more comprehensive base of workforce skills. This analysis will also show how internal equity and external competitiveness are achieved. Keith was correct in his assertion that personalities could not be considered. Bob and Rita were about to overstep their authority and perform a job analysis that was better left to Geneva’s immediate supervisor. Keith’s insistence that the secretary job be evaluated rather than Geneva Hayes was in alignment with the true purpose of a job evaluation. Answer 4 The job evaluation process emphasizes focus on the specifics of a position. p. Assume Geneva is earning the maximum of the range for her pay grade and Leeper’s policy is that a salary increase cannot be given if it will cause an employee’s salary to be above the maximum of the range. Within range promotions allow for Geneva to have a higher level of responsibility and authority...
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...Job evaluation is defined as a systematic process of determining the relative worth of jobs in relation to other job in order to establish which jobs should be paid more than others within an organization (Snell & Bohlander, 2010). The goal of job evaluation is to achieve internal equity during the salary system formation. In other word, job evaluation means the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay. The purpose of job evaluation is to helps established internal equity between various jobs in which wage paid is equal to the value of the job. When establishing the worth of a position, issues of internal equity are considered. Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. It is important that a job evaluation is felt to be fair by everyone in the organisation. Effective communication, ongoing consultation and transparency are...
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...Job evaluation is the process of systematically determining a relative internal value of a job in an organization. In all cases the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. Below, there is a list of advantages and limitations of job evaluation method. ADVANTAGES: 1. Job evaluation is a logical and an objective method of ranking jobs relatively to each other. It may thus help in removing inequities in existing wage structures and in maintaining sound and consistent wage differences in a plant or an industry. 2. The method replaces accidental factors occurring in less systematic procedures of wage bargaining by more impersonal and objective standards, thus establishing a clearer basis for negotiation. 3. The method may lead to greater uniformity in wage rates and simplify the process of wage administration. 4. Information collected in a process of job description and analysis can be used for improvement of selection, training, transfer and promotion, procedures on the basis of the comparative job requirement. LIMITATIONS: 1. Though there are many ways of applying job evaluation in a flexible manner, rapid changes in technology and in the supply of and demand for particular skills, create problems of adjustment that may need further study. 2. When job evaluation results...
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...Job Analysis Title: Assistant Manager Reports to: Owner, Supervisor Summary: The assistant manager at Wagon Wheel will direct and supervise employees engaged in sales, inventory taking, or in performing services for customers. ‘This position will monitor sales activities to ensure that customers receive good service and quality goods. This manager will watch the inventory stock and reorder when inventory drops to a specified level. Hire, train, and evaluate the workers in sales or marketing departments, promoting or firing workers when appropriate.” (O*Net Online, 2010) This manager examines merchandise to ensure that it is correctly priced and that it functions as advertised. Enforce safety, health, and security rules like ensuring there isn’t any lead paint. Work activities include dealing with complaints, settling disputes, and resolving conflicts in the workplace. Some tools used in this occupation include bar code reader equipment and security cameras. Some technology that the assistant manager uses at Wagon Wheel include calendar scheduling software and human resource software. “Normal daily tasks include planning budgets and authorizing payments and reviewing merchandise returns.” (O*Net Online, 2010) The most important daily task of the assistant manager at Wagon Wheel is assigning employees to specific duties. Job Duties: * Create schedules to ensure there is efficient staffing at all times. * Report staff hours to the payroll department. ...
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...CIPRIANI COLLAGE OF LABOUR AND CO-OPERATIVE STUDIES Discuss the five approaches to ethical decision making, and using the key theorists inclusive of Immanuel Kant, John Stuart Mill and Aristotle, explore how these approaches can improve the ethical culture within organisations? Student’s Name: Emmanuel Henry Student’s I.D. #: 2006030750 Lecturer’s Name: Ms. P. Bonas Course Code: LBS 380 Introduction The numerous scandals in business such as those at AIG, Tyco, WorldCom and Enron have made all of us concerned about the emergence of unethical and irresponsible behaviour in organizations. Our uneasiness about these high – profile scandals has enlarged as individuals like Bernie Madoff and Rod Blagojevich has become household names. Widespread corruption in business, politics and religious institutions have promoted interest in the field of business ethics. Business ethics generally deals with evaluating whether practices exercised by employees, leaders and organizations as a whole can be considered morally acceptable (Ferrell, Fraedrich, & Ferrell, 2008). What are Ethics? According to Anne M. Francesco and Barry A. Gold in their book ‘International Organisational Behavior’ postulated that ‘Ethics’ are moral standards not governed by law, that focus on the human consequences of actions. Ethics...
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...Letter of Transmittal January 06, 2013. MD. MANIR HOSSIN Lecturer Department of Management Narsingdi govt. College. Sub: Compensation Management and Employee Satisfaction of Prime Bank Limited Dear Sir, This is a great pleasure for me to submit the report, which is a partial requirement for the BBA program. I have prepared my report on” Compensation Management and Employee Satisfaction of Prime Bank Limited.” I have tried my best to explain my learning and experience in this report .I have gathered information from practical operations. The report is prepared under your supervision and respectfully acknowledges your guidance and help. We will be glad to clarify any queries regarding this report. I, therefore, hope your kind human and consideration will inspire help us to develop our knowledge about the financial company analysis. Sincerely yours, ASRAFUL ISLAM Roll No: 9828817 Registration No: 1845044 Session: 2010-2011 Department of Management Narsingdi Govt. College. Student’s Declaration I’m Asraful Islam of Bachelor of Business Administration (BBA)2nd Batch bearing Roll- 9828817 from Department of Management, Narsingdi Govt. College, Narsingdi would like to declare here that a term paper on “Compensation...
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...Case study Job Evaluation at Whole Foods Purchase here http://devrycourse.com/hrm-598-week-3-case-study-job-evaluation-at-whole-foods Product Description Written Case Study: Prepare a Job Structure Read "Job Evaluation at Whole Foods" Case Study (text pp. 153–157). The Whole Foods Market has completed a job analysis and written job descriptions for Jobs A thorough Job I. Respond to the following: • Evaluation of Jobs and Job structure Evaluate the jobs listed in the case study and prepare a job structure based upon its evaluation. Assign titles to jobs, and show your structure by title and job letter. • Process, Techniques, and Factors Describe the process you went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated. • Evaluation of Job Descriptions Evaluate the job descriptions. What parts of them were most useful? How could they be improved? You will need to follow APA style and format and have a title page, brief introduction and conclusion, centered headings for major parts, page numbering and page headers, and a reference page. The case study should be approximately 4–6 pages in length. The assignment will be reviewed using the following criteria: Written Case Study: Prepare a Job Structure rubric. Written Case Study: Prepare a Job Structure Rubric Possible Points Earned Points Comments • Evaluation of Jobs and Job structure ...
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...Advanced Materials Research Vol. 549 (2012) pp 762-765 Online available since 2012/Jul/09 at www.scientific.net © (2012) Trans Tech Publications, Switzerland doi:10.4028/www.scientific.net/AMR.549.762 Semi-dry desulfurization ash modification and application in autoclaved brick Fu Ying-li1,a, Mu Yan1,b , Zhao Feng-qing1,3,c 1 2 Chemical Department, Hebei University of Sci.＆Tec. , Shijiazhuang 050018 P.R. China Hebei Research Center of Pharmaceutical and Chemical Engineering, Shijiazhuang, P.R. China 3 Hebei Engineering and Research Center of Solid Waste Utilization, Shijiazhuang, P.R. China a dreamslink0809@126.com, btoto8001@gmail.com,czhaofq3366@126.com (corresponding author) Keywords: Semi-dry desulfurization ash, calcium sulfite, modification, autoclaved brick Abstract. The modification of calcium sulfite in semi-dry desulfurization ash was studied. By the combining use of catalyst and oxidant, the content of calcium sulfite in the modified desulfurized ash was greatly reduced. In this way, the calcium oxide and calcium sulfate in the modified desulfurization ash were used to partially replace the lime, gypsum and other materials in the process of autoclaved brick production. The hydration reaction mechanism was discussed. Introduction It is common knowledge that sulfur dioxide is a main cause of acid rain. Removal of SO2 from flue gas emitted in the combustion of fossil fuels has been a worldwide concern since the 1970s [1]. To minimize the negative...
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...Job Evaluation Exercise 1. Evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure and title and job letter. (This organization places a major emphasis on the important role of teams.) 2. Describe the process you went through to arrive at the job structure. You should also be prepared to discuss the job evaluation techniques and compensable factors used and the reasons for selecting them. 3. Evaluate the job descriptions. What parts of them were most useful? How could they be improved? 4. Questions: does the job evaluation method used appear to affect the results? Do the compensable factors chosen affect the results? Does the process affect the results? How? Job A Kind of Work Provide excellent customer service. Follow and comply with all applicable health and sanitation procedures. Prepare food items: sandwiches, slice deli meats and cheeses. Prepare items on station assignment list and as predetermined. Stock and rotate products, stock supplies and paper goods in a timely basis; keep all utensils stocked. Check dates on all products in stock to ensure freshness and rotate when necessary. Use waste sheets properly, as directed. Operate and sanitize all equipment in a safe and proper manner. Comply with and follow organizational safety procedures. Follow established Weights and Measures procedures. Answer the phone and pages to department quickly and with appropriate phone etiquette...
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...Five types of job evaluation: 1. Ranking: The relative value of jobs are determined by knowledgeable individuals. Provides no explicit basis for explaining why jobs are the way they are. 2. Classification or grading: The use of generic grade descriptions for various classes of jobs to assign pay grades to specific jobs. 3. Factor comparison: Assigns pay levels to jobs based on the extent to which they embody various factors. 4. Statistical/policy capturing: Combines use of statistical methods and job questionnaires to derive job values based on prevailing external or internal pay rates. 5. The Point method: Establishes job values by the application of points to each job, based on compensable factors. Organizations need to ask 5 main questions before setting up a job evaluation process: 1. Who conducts job evaluations? 2. How should the process be communicated? 3. How should the job evaluation results be applied? 4. What appeal/review mechanisms have been or need to be established? 5. How should job evaluations be updated? Updating Job Evaluations: 1. The job itself has changed significantly 2. The company’s strategy has changed 3. There are signs that the job evaluation system is no longer working 4. Legislative conditions require it. Pay Equity Steps: 1. Determine what rules apply 2. Identify female and male job classes 3. Establish body of conduct pay equity 4. Select a gender-neutral job comparison...
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...non sales n non executive employees in the entire company. - PMS had to hold employees accountable for their actions n incentive strong employee performance by offering thoughtfully designed compensation packages, including salaries, bonuses n equity opportunities in the form of options. - The PMET studied evaluation n rewards system. Employed internal n external bench-marking, focus groups n employee interviews. PROBLEMS that PMET discovered: - There was problems for 2500 professional staff approx. Which consisted of mostly scientists n engineers in R&D labs. - 113 different rating levels (from A to E including pluses and minuses) - Managers were worried about offending employees so they gave almost everyone a C or a B, provided few D or A ratings n rarely gave Es/ this resulted in homogeneous ratings and failed to distinguish performers from non performers. (exhibit 2 shows it) - Employees felt undervalued financially. - This happened because of the point system that they used to calculate salary n pefr based raises. This was derived from the point factor job evaluation methods such as Hay Guide chart profile. - Pay policy line = base salary +(job evaluation points * Increase per...
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...Job Evaluation at Whole Foods Market Job Evaluation at Whole Foods Market Deb France HR 598 Compensation DeVry University-Keller Graduate School of Management Introduction The goal of any company is to attract and retain employees who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D,...
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