Job Evaluation and Job Structure
Job evaluation refers to the determination of relative worth of a job in comparison to other jobs. On the other hand, job structure refers to a layout that indicates what a specific career involves. It includes well-defined job description of a specific job, responsibilities, qualifications, and pay structure as well as performance matrix (Caruth & Handlogten, 2001).
Evaluation of jobs and Job Structure
The jobs (A, B, C, D, E, F, G, H, and I) were evaluated with the help of point job evaluation method. On the basis of job evaluation, the job structure is as follows:
Process of Job Evaluation
First of all, job analysis has been conducted by analyzing the job descriptions. Secondly, compensable factors have been determined, such as skills (experience and ability), responsibilities (fiscal and supervisory), effort (mental and physical) and working conditions (environment and location). Skills include the experience of working and ability to perform a job and responsibilities include fiscal responsibilities (e.g. paying rent and purchase groceries, etc.) and supervisory responsibilities (e.g. direct and manage). In addition, effort refers to the mental or cognitive thinking and physical effort to perform a job. On the other hand, working conditions include the environment and location of job. The compensable factors then scaled from 1 degree to 4 degrees and the fourth step was to weight the factors. Skills were weighted 40%, responsibilities were weighted 30%, efforts were weighted 20% and working conditions were weighted 10%. Accordingly, job structure was developed by examining the total scores. Appendix A provides an overview of the process of job evaluation.
Evaluation of Job Descriptions
The evaluation of the jobs provided a notion that the most important parts of the job descriptions included job duties, skills, requirements and responsibilities along with other specifications about jobs like age limit and experience. The job descriptions can be improved by identifying qualifications, avoiding jargons, and removing confusing titles (Sostrin, 2013).
Questions
Job evaluation method, compensable factors, and process affect the results. It is due to the fact that different job evaluation plans lead to generation of different pay structures that ultimately affect the results. For instance, using point method compensable factors communicate what is valuable. The process is based on the scaling and weighting that contribute to effective pay structure and performance based ranks and rewards. In turn, results in terms of performance improves.
References
Caruth, D. L., & Handlogten, G. D. (2001). Managing compensation (and understanding it too): A handbook for the perplexed. USA: Greenwood Publishing Group.
Sostrin, J. (2013). Beyond the job description: How managers and employees can navigate the true demands of the job. USA: Palgrave Macmillan.
Appendices
Appendix A: Job Evaluation Process (Point Method)
