Job evaluation is the process of determining the relative worth of jobs within an organization. There are several methods of job evaluation including ranking, classification, and point methods. The ranking method simply arranges jobs in order of value. The classification method groups jobs into predefined grades or classes based on common attributes. The point method expresses jobs in terms of key compensable factors, which are scaled, weighted, and summed to determine appropriate pay grades. It is considered the most systematic approach. The process involves job analysis, identifying relevant factors, developing scales and weights, applying the plan to benchmark jobs, training users, and applying it to non-benchmark jobs.
In this presentation, we will understand the process of wages and salary administration, job evaluation for administering wages and salary, designing a salary structure, determination of pay and salary administration of top executives.
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Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
In this presentation, we will understand the process of wages and salary administration, job evaluation for administering wages and salary, designing a salary structure, determination of pay and salary administration of top executives.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
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Rahul Kunwar
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A review and discussion on performance appraisal system and employee's performance assignment and responsibilities. Emphasize the basement of appraisal system and the results obtained by the employing the performance management system.
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
A review and discussion on performance appraisal system and employee's performance assignment and responsibilities. Emphasize the basement of appraisal system and the results obtained by the employing the performance management system.
In this file, you can ref useful information about objectives of performance appraisal such as objectives of performance appraisal methods, objectives of performance appraisal tips, objectives of performance appraisal forms, objectives of performance appraisal phrases … If you need more assistant for objectives of performance appraisal, please leave your comment at the end of file.
The aim of job evaluation is to establish a transparent grading framework with a clear route for pay progression. It measures the job, not the person doing it. It does not measure the volume of work or individuals’ performance.
Why introduce it?
To ensure that jobs are graded fairly and to achieve equal pay for work of equal value.
To underpin new pay and grading structures and ensure that the internal system behind them is fair.
To assist harmonisation of terms and conditions following merger or acquisition.
To clarify job profiles and ensure relevant comparisons when benchmarking externally.
Collinson Grant's job evaluation scheme, outlined in this document, is an analytical scheme for evaluating all administrative and managerial jobs. It is not suitable for manual jobs.
6. Ranking Method:
Simplest form
jobs are arranged from highest to lowest in order of their
value or merit to the organization.
Each Job has a whole is compared with other and this
comparison of job goes on until all the job have been
evaluated and ranked
8. Classification Method:-
also known as grading method
The grades or classes are created by some common
dominator
job grades are determined on the basis of information
derived from job analysis such as skills, knowledge and
responsibilities.
9. Following is a brief description of classification in
office
Class I- Executive: office manager, Deputy Office
manager, office superintendent, Departmental
supervisor, etc.
Class II- Skilled Worker: purchasing assistant,
cashier,Receipt clerk, etc.
Class III- Semiskilled workers; Stenotypists,Machine-
operators, Switchboard operators
ClassIV- Unskilled workers: Peons, messengers,
House keeping staff, office boys, etc.
10. Point Method:-
This method is widely used and is considered as
most reliable and systematic approach for job
evaluation in mid and large size organizations.
Here, jobs are expressed in terms of key factors.The
points are summed up to determine the wage rate
for the job. Jobs with similar point totals are placed
in similar pay grades.
11.
12. Six Steps in design of a point plan
1.Conduct Job Analysis
2.Determine compensable Factors
3. Scale the factor
4. Weight the importance according to importance
5.Communicate the plan and train users, prepare mentally
6. Apply to non benchmark jobs
13. Scale the factor:
Once the factor are determined, scale reflecting the
different degrees within each factor are constructed.
Each degree may also be anchored by the typical
skills, tasks, and behaviors taken from the benchmark
jobs that illustrate each factor degree.
14. The following criteria for scaling factors have been
suggested:
1. Ensure that the number of degree is necessary to
distinguish among jobs,
2. Use understandable terminology,
3. Anchor degree definitions with benchmark-job titles and
behaviors
4. Make it apparent how the degree applies to the job
This factors measures the knowledge or equivalent training
required to perform the position duties.
15. Weight the factor according to importance:
The next step is to decide how much weigh (or how many
total points) to assign to each factor. This is important
because for each cluster of jobs some factors are bound
to be more important than others.
The process of determining the relative values or weights
that should be assigned to each of the factors is generally
done by the evaluation committee.
The committee members carefully study factor and
degree definitions and then determine the relative value
of the factors for the cluster of jobs under consideration.
16. Communicate the plan and train users:
Once the job evaluation plan is designed, a manual is
prepared so that other people can apply the plan. The
manual describe the method, defines the compensable
factors, and provide enough information to permit users
to distinguish varying degree of each factor.
The job evaluation analyst begins by identifying
compensable factors which are common across the jobs
being evaluated. These are grouped in categories such
as skill, responsibilities, effort and working conditions,
each with several subfactors. For example, the “skill”
category might be divided into experience, education and
ability.
17. Apply to Nonbenchmark jobs:
In the final step is to apply the plan to the remaining jobs.
This can be done by people who were not necessarily
involved in the design process but have been given
adequate training in applying the plan.
Once the plan is developed and accepted, it becomes a
tool for manager and HR specialists.