Job evaluation

Job evaluation

1. the most technical job evaluation methods are the point factor method and grading or classification method. Both ways have similarities and differences depending on the application and institution or organization involved. Similarities include job grading; both ways use job grades or classes which group tasks depending on their similarity based on information obtained from the analysis. Second is that, in both methods, job grades are created based on identifiable factors or common denominators such as knowledge, skills, and responsibilities. Also, in both modes, weights are awarded to elements depending on the significance of the job to the company, which in the end determines salaries.

The two methods also have differences in analyzing information and execution. One notable difference is in the job classification method; there is a committee appointed to investigate different jobs and determine the grade based on the assessment. In point factor method, there is no committee but a well-defined formal procedure or formula of breaking down various jobs based on points. Secondly, in the job classification method, multiple characteristics differentiate grades creating a series of different job grades. In contrast, in point factor method, the total number of points provides an index of the importance of the jobs that are rated? The third is that job classification method is a simple method that groups job using classification; hence it is only suitable for small companies or organizations. In contrast, the point factor method is a complicated method that uses points to group different job groups where scores determine the total value of a job in terms of money.

Point factor method is the best and widely used job evaluation method to most organizations because it is the most efficient of all. In this method, jobs are categorized based on apparent identifiable factors such as effort, skills, hazards, knowledge, responsibility and others. Points are allocated to these factors, and ranks are given to the elements depending on their significance to perform the job (Livy, 2019). The scores are then added up to provide the value of a specific situation where tasks with similar points are grouped. This feature makes the point factor method the most accurate and comprehensive job evaluation method. Also, it cannot be easily manipulated by human judgement, and this makes its workers favourite in any organization. It also offers a way of placing jobs in distinct categories and using the scales developed in the method for a long time.

2. The 10% pay increase offered by jeans Inc. is not a sound way of rewarding her employees because it is based on an informal online survey that does that follow the current pay structures. Also, the administrative assistance may be biased on her study since there is a defined formula or lay down the procedure to conduct it. Since the aim of the increment is to reduce employee turnover and maintain their loyalty to the organization, there should a competitive pay and benefits that cover necessary expenses like utilities, housing, and food. If jean Inc. does not pay her workers well, they will end up looking for a business that will. There should be market research on wages to find out what other competitors are offering their employees on similar jobs. Also, the company should combine different methods of motivating employees such as hiring the right people, offering advancement in career, giving praise and others.
3. Jeans Inc. requires a sound paying structure that is not biased and free from human influence and beneficial to both organization and employees. First, it should have incentives to motivate the employees to produce more (Antoni et al., 2017). Second, it should be permanent and stable since fracturing structures may create doubts and fears among workers. The third is that it should be flexible and able to adapt to changing employees requirements. Fourth, the method should be fair with no discrimination on the basis of sex, race or any other form of discrimination. This should change the current system that discriminates women against men. It should also address factors such as economy, reasonable standards, security and others.

References

Livy, B. (2019). Job evaluation: A critical review. Routledge.

Antoni, C. H., Baeten, X., Perkins, S. J., Shaw, J. D., & Vartiainen, M. (2017). Reward management: Linking employee motivation and organizational performance.