This document summarizes job evaluation and approaches to linking pay and performance. It discusses: 1) The aims of job evaluation to assess job values, support development, and ensure equal pay. Benefits include a systematic approach but it can be bureaucratic and time consuming. 2) Maslow and Herzberg's theories of motivation and how they relate to pay levels. 3) Five recommendations for pay and rewards systems including the types of systems, their benefits and limitations, and how they can motivate workers by linking pay to performance. 4) Three ways to monitor worker performance to determine pay: job evaluation, benchmarking, and exit interviews.

1. Human Resource Management
Assignment Three
MAXWELL-COLE,Alexander
Group by
BAILEY, Ronald
ROUDI, Salehalmahdi
AHMED, MD shahTanvir
CUNNINGHAM, Martin

2. 1- what is job evaluation?
The aims and objectives
A ) Assess the value of jobs
B ) support the development of job
C ) ensure to give equal pay to workers
The benefits and limitation of job evaluation for Sweepscrub
---`It offers a systematic approach to determine relative job values
--- It offers a framework for consist on-going decision-making about the rate
of pay
--- making an equal pay causes employee feel fair
--- It can be bureaucratic, inflexible and time consuming
--- It can be gender biased, e.g. if job factors to be valued are based on jobs
determined by men
--- It can get out-of-date, unless attention is given to periodic review and maintanace

3. 2-a) link of pay and performance…
B) TwoTheories of motivation ….
Maslow and Herzberg
How they link to pay….

4. 3- five recommendation in terms
of pay and Reward ….
a) Range of Reward system…
b) Benefits and limitation…
c) How they help to motivate workers …
And would link pay to performance

5. 4- three ways to monitor workers performance
so their pay could be determine……..
1- Job evaluation ….
2- Benchmarking…
3- Exit interview….

6. Part B
What is ACAS ?
1- the approaches have taken by these two..
..... To Compare with ACAS Code of practice on
disciplinary and grievance and redundancies…..
..... Which company is following best practice ….

7. 4- Some advise for Sweepscrub
in terms of selecting employee for
redundancy in the future…..

8. Reference