Three Basic Job Evaluation Methods

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

The working conditions, wage rates, working hours and gender issues should be taken into account.

Hence, we must do a weighted analysis of all his important attributes and do a comparison of all the three jobs. We also need to understand that Job A and Job B will have 2 different situations each, a situation if all goes well (high) and a situation if nothing goes well (low)

Know your value - the value you bring to the table is very important because it will strengthen your hand during the interview. You can determine your pay by analyzing the rate offered to other people working in the same position, industry and geographical area. This information

Ensure that the computation of salaries will be accurate and will not affect or interrupt other related processes in the system

Having a system that allows management to track position control instead of by employees would allow analysis of data to the salary grade and duty title. Giving management the ability to keep pay the same for the position no matter which location the employee works.

Conversely, classification contrasts from ranking because the sequence of operations is transposed. To start with, the grades are established and subsequently the positions are graded by recommendation to their content. Representationally, the procedure may be depicted as a sequence of sympathetically identified bookshelves. The most important venture is to depict each of the categories with the intention of no problem is faced in corresponding each position into its respectable niche. Position are thenceforth classified by assessing each position to the descriptions provided. (Dessler,

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

The next issue is that of determining comparative worth. Given the large number and diversity of jobs being rated, it is unlikely that

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

Wages should be adjusted based on; the different skills needed, amount of effort, responsibilities of the individual, working conditions, and establishment.

Our job-based structure began with a job evaluation that determined the relative value of each job and its contribution toward FastCat’s goals. We then utilized the

For this assignment I will be conducting a job analyze for a plumbers position. I will be also making a selection protocol to recruit the right employee. In order to do a job analysis the methods that I will use will be the methods job components inventory, and position analysis questionnaire. Then compare it to the O*NET Online. Then I will construct an applicant selection protocol.

The contents of this paper will reveal the performance evaluation process and how can it become successful during the employee evaluation process. As well as is the process difficult from the manager or the employee perspective’s by also the revealing various traits of an effective manager in the workplace.

From the interview with Ms. Lim, the managerial will rank their employees according to their relative level of performance. The employees will be call upon into the office by their own manager or even supervisor, and will be interviewed accordingly. Ranking is done on an annual basis during the annual planning cycle, which takes place worldwide during Quarter 1. There are three rank categories and a performance category for employees who are not ranked because they are not consistently demonstrating the performance expected of those in similar positions. The rank categories are: