Evaluation Of A Job Evaluation

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Job evaluation is a logical procedure intended to aid in creating pay distinctions among jobs within a single company. Job evaluation includes classification, comparison of the relative worth of jobs, combining internal and external market forces, measurements, nullification, and findings (Milkovich, Newman, & Gerhart, 2014). One of the methods that can be used in the job evaluation is the point factor. The point factor method is where an organization pinpoints the compensable factors and breaks them down into degrees; then weights these factors to define the number of difficulty levels for each factor and then gives them points (Bergmann & Scarpello, 2001). When using the point factor method, there are multiple compensable factors that a…show more content…
Organizations need to ensure job descriptions clearly identify and spell out the responsibilities of a specific job, include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions (About.com, n.d.). As an Army Sergeant Major and a Special Forces (SF) Senior Sergeant. this authors duty description is as follows: supervises, instructs and serves as the senior enlisted member for SF activities (Army Cool, 2016). Performs joint, interagency, multi-national, combined, and coalition planning; and supervises operations for higher headquarters, major commands and joint commands; performs senior leadership, staff, and training functions (Army Cool, 2016). Their five key missions are unconventional warfare (UW), internal defense abroad, special reconnaissance, and direct action against terrorism (Seals, 2007). The main mission of this unit is to train and lead UW forces, or clandestine guerrilla force in an occupied nation. Other duties include hostage rescue, combat search and rescue, security assistance, peacekeeping, humanitarian assistance, humanitarian demining, psychological operations, and operations against drug trafficking (Seals, 2007). Compensable Factors When a job description is derived from the organization’s strategic objectives, and each component corresponds to a compensable factor. Compensable factors are the key components of a
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