Evaluating Work- Job Evaluation

8/3/2019 Evaluating Work- Job Evaluation

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Job-Based Structures and

Job Evaluation


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Definition

Job Evaluation: Content, Value, and External Market links.

Measure for Measure versus Much Ado About Something


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+Definition

Process of systematically determining the relatives worth of

jobs to create a job for organization.

It's based on combination of job content, skills, value oforganization, organization culture, and the external market.


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+Job Evaluation: Content, Value,

and External Market links.

Internal Alignment is based on content orders job.

(skill required for the jobs and duties and responsibilities of the

jobs)

Structure is based on value orders job.

(contribution of the skills, duties, and responsibilities of each job)

ExternalMarket based on market wages


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+Assumptions Underlying Different

Views on Job EvaluationAspect of Job Evaluation Assumption

Assesment of job content Content has intrinsic value

outside external market

Assesment of relative value Stakeholders can reach consensus

on value

External Market Link Value cannot be determined

without external market

Measurement Honing instruments will provide

objective measuresNegotiation Negotiating brings rationality to a

social/political process,

establishes rules of the game and

invites participation


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+Measure for Measure

versusMuch Ado About Nothing

Researchers and the people who actually makepaying decisions hold different perspectives

regarding Job Evaluation

Employees, Union representatives, managers

haggle over the value of the work.

Work is valued with these factors : Skills, effort,

resposibilities, and working conditions.


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+How To:Major Decisions

1. Establish the Purposes

2. Decide on Single vs.Multiple Plans

3. Choose Among Alternatiaves Approaches

4. Obtain Involvement ofReleveant Stakeholders

5. Evaluate Plans Succesfulness


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Establish the Purpose

Supports Organization Strategy

Must contributes in achieving companys objectives

Supports Work FlowIntegrates with each jobs pay and helps set pay for new jobs

Fair to Employees

Should reduce disputes and grievances among pay differences

Motivates Behavior Towards Organizations Objectives

Helps create the network of rewards to encourage employees


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Single vs.Multiple Plans


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Choose AmongMethods

Advantage Disadvantage

Ranking Fast, simple, easy to

explain

Cumbersome as

number of jobs

increases. Basis forcomparisons is not

called out

Classification Can group wide

range of work

together in one

system

Descriptions may

leave too much room

for manipulation

Point Compensable factors

call out basis for

comparisons and

communicate what is

valued

Can become

bureaucratic and

rule-bound


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Job EvaluationDefinition ofRanking

Types ofRanking

Alternation RankingMethod

Paired Comparison Mehof

Advantages and Disadvantages


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+Definition ofRanking

orders the job descriptions from highest to lowest

based on a global definition of relative value or contribution

to the organizations success


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+Types ofRanking

Alternation ranking

Paired comparison


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+Alternation ranking method

Orders job descriptions alternately at each extreme

Agreement is reached among evaluators on which jobs are

the most and least valuable

(10,9,8, , 3,2,1)


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+Paired Ranking Method

Uses a matrix to compare all possible pairs of jobs.


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+Strategies to Overcome The

Disadvantages Evaluators using this method must be knowledgeable about

every single job under study

As numbers of job increase, organization ranking jobs withinsingle departments and merging the results

Evaluating Work- Job Evaluation

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