Issues Involving Job Evaluation And Wages

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

“Evaluator should specifically advocate for the program/project being evaluated, but rather should advocate for an inclusive, open evaluation process that will lead to the retention of good services and the improvement of bad services, in a way that is seen as appropriate and acceptable by the program’s stakeholders.” (Mathison, 1998) Second, is grade creep. Grade creep is undefined rise in the median grade of employees within the agency. This increase can cause a rupture, where taxpayer would complain and states their local government is overpaid and underworked. In addition, this can be cause by the connection and pay ranges. Third, is if evaluation system is removed, workers will undermined the effectiveness and efficiency of their job duties. Forth, challenges are they are not fair. “Regarding fairness and equity, the accuracy and objectivity of job analysis and classifications actions have always been suspect because none of the systems in use comes close to completely eliminating professional or managerial judgment and discretion.” (Nigro, 2007)

Performance evaluation plays a much bigger role in the company's strategic system than merely setting pay and benefits for employees. The evaluation system fits into overall strategy by aligning employee activities with the company's strategic objectives. The employee is evaluated against specific performance criteria on specific tasks in order to motivate the employee to perform these tasks to a high level. The result is that the efforts of the employee are guided specifically to where the company needs them employee to be guided. Just because the employee "knows where they stand" does not mean that the activities he or she is undertaking are in the best interests of the company.

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

The general problem is that wage earnings and wages are categorized differently. In order to understand the specific problem one has to research various industries as well as look into what positions are being held, they have investigate the number of years experience, and kook at the current ages is of individuals who are working. With that said in order to provide research one has to understand what is meant by the research process. Today’s society understands the process of researching is asking question and searching for answers. This paper will provide research pertaining to wage earners and wages. First, define the purpose of the research and explain why researching wage earnings

Performance evaluations are important parts of all employees and managers tools to ensure positive actions are rewarded while negative actions can be evaluated and fixed to decrease problems in the future. Performance evaluations benefit supervisors and employees by identifying how to bring out the employees best attributes for the company (Hamlett, nd.). Evaluations provide a look at how a worker is doing compared to earlier reviews of their skill, knowledge, initiative and participation in the company’s vision (Hamlett, nd.). Introducing performance review evaluations is important to most organizations for the success of their organization and the advancement of its employees. Performance evaluations provide a way for managers and supervisors to manage the performance of an organization and the people who make of the human resources of the organization (McCarroll, nd.). When implementing a new system, it is important to understand the process must be realistic, challenging, yet attainable for performance expectations and standards to be successful for employees and the organization (McCarroll, nd.). Balanced scorecards are utilized in performance evaluations to essentially provide a way for organizations to align their strategic plans with day to day operations (Balanced Scorecard Institute, 2015). Balanced scorecards look at traditional financial measures, which are past events and long-term investments like

1.     Job evaluation is commonly used to rate the worth or status of each job, with higher pay rates going to jobs that require more skill and effort, have more responsibility, and have more difficult working conditions.

Due to the ever-changing job market, the Public Sector utilizes Human Resource Management by furthering specialized categories of services. Position Management plays a key role in organizations job duties and classifications used especially in the merit system by job type and level of responsibilities which leads to limiting payroll salaries only needed for that position. As organizations change internally the Position Management will analyze the current employees and their performances based on performance appraisal and the diversity within the workplace. The Position management will also evaluate the compensation packages to ensure that they are within the current market in ensuring to attract qualified professional talent when a position comes available. The Position Manager is also used to ensure that all salaries are within the allocated budget for the organizations. They used to cut the cost of an organization to run lean and efficiently with fewer employees.

Performance appraisal aims at improving employee development, the employees work expectation, assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011). It prepares employees to be aware of the management expectations after the performance evaluation that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but researches explains that it is generally used in identify individual weaknesses, performance feedback and employee’s strengths (Ruddin, 2010). The practice of performance appraisal system by industry and business has been estimated between 74% to 89% (Idrisb). Performance appraisal systems are used for various purposes, that include feedback, human resource decisions and evaluation (Kline, & Sulsky, 2009).

Different organizations use various methods of employee appraisal methods. Employee evaluation is critical since it helps an organization determine whether it is making progress or not (Lyster & Arthur, 2007). Furthermore, employee evaluation helps in evaluating how the employees have been contributing towards the organizational goals and objectives. The following is an analysis of the assessment method used in the Eastern Medicine Company;

Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the

Managers’s play a huge role in performance evaluation of employees. There are several factors that contribute to how managers assess performance evaluation, these components are orientation, training, development, feedback, and annual performance appraisals (). Human Resource managers are important to the performance appraisal process, because they make sure that the appraisal is fair, detailed, and the managers are handling the appraisals professionally(). In order to properly ensure that the performance appraisals are conducted in a fairly, HR managers need to make sure that the appraisals are non-discriminatory. As an Human Resource manager it is important that the managers who conduct the performance appraisals are properly trained on

Performance evaluations assist the managers to make an informed decision when it comes to the employees. Organizations can quickly obtain information concerning an employee during promotion or refill of vacant positions in the organization. The performance appraisal also enhances the process of rewarding the employee’s, they can know which employee’s to give bonuses, lay –offs and increasement of salary.

Performance appraisal is a comparatively new approach to assess employee’s performance. It is commonly used in organisations to bring successive change in employee performance, and it is an opportunity for employees to participate and resolve all kinds of work related matters including wages, job recognition. The main objectives of this review for employers are to identify the areas of employees training and development needs.

Organizations hire people early in their careers and provide them with extensive training in a number of different skills. Careers often include a number of very different positions, with promotions often made into positions that are not closely related to previous experiences. Performance appraisals are designed to facilitate cooperation rather than competition. The longer an employee has been with the company, the higher their salary will be. Compensation includes long-term incentives and benefits and is often linked to the overall performance of the organization.1