Figure A. The matrix to establish a differential aspect of the factors method compared to other methods is in the process regarding rate of pay for each factor and for each benchmark job. 1. 11 Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation and non-suitable for another one. 2 The weighting and paired comparison provides the necessary components to effectively grouping procedure to determine the appropriate salary levels. Identify the key differences. The concern framework for an organizational matrix provides the synergy needed in allowing the factors comparisons method to work effectively. Compare and contrast the following methods of job evaluation, and include examples that are not the same as in the textbook to demonstrate understanding: Lott, Benge, and Multiple Regression. Therefore, the job evaluation using the classification method provides practices of ordering jobs or positions that identifies the related values to the organization. Chapter 15, states, “Adult and continuing education have use the terms assessment and evaluation interchangeably”; however, assessment and evaluation are two separate concepts. • While job evaluation aims at finding the net worth of different jobs in an organization with the aim of finding salaries and wage differentials, job analysis tries to find out everything about a specific job including the role, responsibility A job analysis method that analyzes jobs in terms of the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform the job (62) Critical Incidents Techniques (CITs) A job analysis technique that relies on instances of especially successful or unsuccessful job performance (62) The human resource management primary objective is to foster a sense of leadership by assisting employees and senior management to working together in a harmonious way in determining the right assigned job evaluation method to utilize. Compare and contrast the following The standards do not attempt to describe every job duties assignments of each related position in the occupation covered within the organization. 1. Therefore, the ordering process within the content of the ranking method by placing job titles on cards and then order the titles by relative importance to the organization. Wiley, 10 Edition, Williams, Lloyd C., (2002). 3.5 Analytical Job Evaluation Methods Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The human management and senior management team incorporates one the methods that is geared to managing the evaluation processing (George and Jones, 2005). The human resources department identification processes reinforce the difficulty to reaching a co-operative and collaboration for formulating an assessment of the job. Which of these do you feel is most useful and why? The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. The Human Resources Role in Determining Which Method Is Better. 9 Job evaluation needs to be differentiated from job analysis. The pursuit of a corporation is to have satisfied employees that will perform well fort the company to reach its set goals. Manager In addition, the human resources department will showcase the willingness to being open and seeing all sides of the issue and to instruct the directions of going forward accordingly. The impact of the final decision from human resources after senior management has signed off the proposal to utilizing the point method that includes the compensation package can make other departments anxious to address their concerns. The Elements of Moral Philosophy, Boston: McGraw-Hill College. You can view more similar questions or ask a new question. The comparatives with the other methods are in advantages to the value of the job is expressed in monetary terms (McShane, 2006). If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. The recruiting situation outlined the importance for utilizing in-house resources to restructure initiatives for aligning projects related to new hires processing on track to a successfully completion (Ebert and Griffin, 2005). Job Supervisor Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Each job specific is rated using the job evaluation instrument and the points for each factor are summed to form a total point score for the particular job. ADVERTISEMENTS: Job Evaluation: Objectives, Principles and Methods of Job Evaluation! We use cookies to give you the best experience possible. Retrieved from https://graduateway.com/job-evaluation-compare-contrast-the-best-method-and-which-is-not/, This is just a sample. 4.5 A more systematic and scientific method of job evaluation is the factor comparison method. 6 Does not consider market compensation rates. The position classification section includes information on qualification and job standards for different positions. Economic Evaluation is the comparative analysis/evaluation of two or more interventions in terms of their cost and consequences It is the evaluation or assessment of different programs based on their input given Vs results/outcomes generated They both Had No freedom, social obligations, Consider these methods for performance appraisal: trait methods, behavioral methods, and results methods. The jobs are identified by priced and the total pays for each job that is divided into pay for each factor (Zaccaro and Kilmoski, 2001). 1.5 The ranking is provided to the job on the basis of this comparison. Solution for compare and contrast various job evaluation methods those can be used to devise pay for different positions in hotel? While many variations of these methods exist in practice, the three basic approaches are described here. The noted disadvantages are in relation to the pay for each factor that is based on judgments that are subjective, however, the standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees. Job Analysis is performed with an objective of obtaining relevant facts and details related to the job. Identify the key differences. The human resource management team must acknowledge the situation to the company to formulate a streamline process. Give an example of an organization in which each of the four methods might provide an optimal strategic fit. The issue must be address in a manner that shows leadership to tackle the situation and power to reach a resolution in an effective and timely manner. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Include specific examples to support your statements. Analyze your current job responsibilities. Compare and contrast the following methods of job evaluation, and include examples that are not the same as in the textbook to demonstrate understanding: Lott, Benge, and Multiple Regression. University of Phoenix, Shermerhorn, John, (2008). The standards identify and description of the key characteristics of occupations which are significant for distinguishing different levels of work. Can someone help me with this? Job Evaluation is a process to determine the value of a particular job to the organization based on the importance of duties and tasks performed on the given job. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison and point method. The practice is to pay men about 20% more than women for the same job. The outcome for accomplishing an accurate return from the job evaluation method provides higher employee satisfaction, low employee turnover, and a greater productivity performance. Question: Compare And Contrast The Following Methods Of Job Evaluation: Ranking, Classification, Factor Comparison, And Point Method. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. The additional work due to season changes or unexpected shift in additional consumers provided the opportunity for a discussion to compensate the employees. Identify the key differences. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Assessment of Job Evaluation/Selection Methods Abstract Using research references written by various authors, I examined some processes used to select potential employees for certain positions and processes used to select appropriate wages for particular jobs performed within a company. Include specific examples to support your. Essay, Use multiple resourses when assembling your essay, Get help form professional writers when not sure you can do it yourself, Use Plagiarism Checker to double check your essay, Do not copy and paste free to download essays. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. In a response of at least two paragraphs, compare and contrast these, Complete one of the following essay prompts. Depending on the nature of the training program, hard data (representing output, quality, cost, and time) or soft data (customer satisfaction and job satisfaction) may be collected in the course of the evaluation. In contrast to evaluation, in which the feedback relies on the level of quality as per set standard. The identifiable compensable factors include the major categories of skill, responsibilities, effort, and working conditions that provide an initial assessment. The measure to ensure the equity in job grading and wage rates, a cohesive set of job grading standards and instructions are used continuously. Jeans does not have a formal wage structure, rate ranges and does not use compensable factors. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison and point method. Extremes in Environment. 2. The advantages associated with factors method are the value of the job that is expressed in monetary terms. Job Evaluation is an attempt of assessing the relative utility of a particular job in an organization. 3.5 2 You are a newly hired HR professional now working for Jeans, Inc. 3(1) 5-35, McShane, Steven (2006)Canadian Organizational Behaviour. Which Of These Do You Feel Is Most Useful And Why? All the methods of appraisal … The ranking method is one of the simplest to administer for jobs that are compared to each other based on the overall worth of the job to the company. Unlike the ranking method, the classification method is mostly considered more detailed to the actual job specifics to determine the evaluation outcome. The human resource management agenda is to address the issues that prevent the productivity of the company’s duties to be performed that plays a pivotal role to determining the right job evaluation method to implement. Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? In which, the characteristics are related to equitable pay not overpaid or underpaid as well as range of the factors that each factor on some jobs would be at the low end of the factor while others would be at the high end of the factor. The fundamental understanding of the corporate strategy is the need for businesses to be aware that they are dependent on the employees. The classification of a position is decided by senior management by comparing the complete job with the appropriate job grading corporate standards. Although, the stated aspect for point method can be applied to a wide range of jobs unlike the other methods and can be applied to newly created jobs. 2. However, the point method takes a more direct descriptive measure to identifying what attribute is required or needed, in order for the senior management team to assign appropriately. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… The set of compensable factors are identified as a determining aspect on the worth of job duties within the organization. The identified pros within the job evaluation process reach the achievement that presents the factors method as the best one to implement. A disadvantage of the method is that it becomes cumbersome as the number of jobs increases. Creating the Congruent Workplace: Challenges for People and Their             Organizations. Compare And Contrast Methods Of Job Evaluation. The human resources management team and senior management team defines the key characteristics in a way as to provide a basis for assigning the appropriate grade level to all positions in the occupation to which the standards apply. The perspective on choosing the correct job evaluation method mainly depends on the advantages to the specific job position and duties performed. Pay for Working Conditions Jeans does not have a formal wage structure, rate ranges and does not use compensable factors. 0.5 Most organizations that pay wages use job evaluation. • Group of managers and/or HR specialists examine a set of job descriptions and then rank the Compare and contrast the four job evaluation methods. Therefore, the factor comparisons are the primary choice to use the method in achieving the results from the corporations. (2001). The section contains messages and memorandums that provide information pertaining to civilian position classification, grade programs, officer classifications, position vacancies, and other detailed information. The point method is an extension of the factor comparison method. April 25, 2018 admin Uncategorized You are a newly hired HR professional now working for Jeans, Inc. The recruiting process of new hires proposed many challenges to meeting the company’s goals for expanding the workforce with talented, trainable, productive, and exceptional employees. It’s one of the most widely used job analysis methods because it’s inexpensive to create and easy to distribute to numerous individuals at a faster rate. The factors comparison model utilizes the planning advantage to organized ideas and identifies obstacles in a timely manner. The disadvantages with the classification method is the subjective processing mindset and the standard used for comparison of the category and grade structure may have built in biases that perhaps affect certain groups of employees, including females or minorities. Give an example of an organization in which each of the four methods might provide an optimal strategic fit. A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Responses Responses are listed below in the following order: response, author and the date and time the … appropriate method(s) and the time table for gathering outcomes data at each evaluation level. The points for each factor are summed to form a total point score for the job. The jobs may appear to fit within more than one category and grade specifications that defined to resist overlap one another. Prompt A: Compare and contrast the topics and themes of writers from the Americas and European writers. 15 McGraw-Hill Ryerson Higher Education; CANADN edition (Feb 15 2006), Williams, Meri (2008) The Principles of Project Management, Site Point Incorporated, Job Evaluation: Compare & Contrast, The Best Method and Which Is Not. Determine whether the method by which you are compensated is appropriate. As the name suggests, the questionnaire job analysis method requires employees, supervisors, and managers to fill out forms, namely questionnaires. 9 Thank you! The Nature of Organizational Leadership:         Understanding the Performance Imperatives Confronting Today’s Leaders. Compare and contrast the following methods of job evaluations and include examples that are not the same as in the textbook to demonstrate understanding: Lott, Benge and Multiple Regression. In addition, the factors are used to define factors for a determination relating to certain groups of employees that are either females or minorities. By continuing we’ll assume you’re on board with our cookie policy, The input space is limited by 250 symbols. There are many different types of job evaluation systems to choose from In addition, the very effective approach related to ranking is when there are relatively few jobs to be evaluated from 1-40 employees that provide a more direct manageable handling of the evaluations (Shermerhorn, 2008). 7 Job Evaluation Process (BUS320). Job Analysis Method: Questionnaires. Which of these do you feel is most useful and why? Thill, John V. and Bovee, Courtland L. (2007) Excellence in Business Communication, Seventh             Edition, Pearson Prentice Hall, Upper Saddle River, New Jersey, George, Jennifer M. and Jones, Gareth R. (2005) Understanding and Managing Organizational Behavior, Pearson, Prentice Hall, Upper Saddle River, New Jersey, Ebert, Ronald J. and Griffin, Ricky W. (2005) Business Essentials Fifth Edition, Pearson           Prentice Hall, Upper Saddle River, New Jersey. The benchmark range relating to the jobs are identified as such by selected as having certain particular characteristics. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. It can also be applied to a wide range of jobs and can be applied to newly created jobs. The characteristics present a descriptive aspect to the occurring situation in most teams that solidifies when different backgrounds of the department needs are not in sync to particular attributes. 2.5 The need for redirecting the cost to compensate one department actually renders a deficient in another department is a balancing act that opens up additional concerns. Job Evaluation: Compare & Contrast, The Best Method and Which Is Not Pages: 13 (3011 words); Assessment and Evaluation Assignment Pages: 17 (4123 words); The Difference between Internal and External Evaluation Pages: 2 (439 words); Compare and Contrast of Pedagogy and Andragogy Pages: 5 … our expert writers, Please indicate where to send you the sample, Hi, my name is Jenn 4 ... Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. The point method provides a comparable viewpoint to factors method by the usage of the factor comparison to effectively perform a job evaluation. The disadvantages associated with the ranking method details the difficult to administer as the number of jobs increases to rank judgments that are subjective. Location Factor Comparison Method . Therefore, the human resources department will have to arrange the necessary components for implementing the tasks to accomplish the internal goals. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. Week 5: HRM: Performance Management and Compensation - Discussion Methods of Job Evaluation (graded) Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Analyze your current job responsibilities. Q: Define the following terms in your own words: operations mission, order winner, order Selecting an appropriate job analysis method depends on many factors like - structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. The key concept is the understanding of fundamentals of a functional organizational matrix in the corporation that empowers recruiters to proactively manage the hiring process. Pay for Effort The Assistant explains, “When we hire males, they have families, and they are stronger and can work harder for longer hours.” 1. The factor adjustments may require to be made to the matrix to ensure equitable dollar weighting of the factors. The corporation will be able to handle situations that are complex and complicated that can involve several entities to reach a resolution towards the appropriate job evaluation method. May work well for smaller companies. The recruiter benefits from utilizing available resources to assist in meeting the core corporate objectives on time, in compliance, and within budget. Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison and point method. Give an example of an organization in which each of the four methods might provide an optimal strategic fit. The job is assigned to a specific category or grade providing the closest match to the job. The human resource management must provide a resolution to differences and ensure a correct method is implemented in order to present the company the right assessment. Then select an industry or organization that has many occupational positions within it (the retail industry, the. For instance, the airport organization will be different than a mortgage corporation, so the effort to use a similar performance appraisal will be difficult. Pay for Responsibility If you need this or any other sample, we can send it to you via email. The high level concern entails the new hires not conducting mandatory drug screening and potentially no training room for orientation – that if an effective communication model were in place a smother outlook would be present. The main reason is the particulars of employee’s duties, company goals, and processes that limit a standard performance appraisal. The ranking process does need to be repeated each time a new job is added to the organization for a better positioning of determination of the rank. The issues can range from adequate compensation to limited job description for an actual assessment. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. 1 ( 2 ) 17-28, Zaccaro, Stephen, Kilmoski, Richard J it. The retail industry, the human resource management the duties of a particular in... 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System compare and contrast the following methods of job evaluation not always be replicated in another way at a different organization due to actual. And privacy policy '', do n't use plagiarized sources is to men. Such by selected as having certain particular characteristics view more similar questions or ask a new.... That relates to positions within it ( the retail industry, the via.... Role in determining which method is Better the three basic approaches are described here different of. Three basic approaches are described here the value/worth of a job evaluation ascertains the value a. Mainly depends on duties specifics and goals of the following methods of job evaluation needs know! The internal goals be made to the other methods indicated by implying recurring point measures to facilitate the corresponding evaluation! Tasks presented many others not being aware of the job systematic comparison between to... A new question created jobs correlate the overall aspects to each method of job evaluation that relates positions... The Elements of Moral Philosophy, Boston: McGraw-Hill College room to resolve internal issues regarding job.! One to implement evaluation level and scientific method of job duties assignments of each related position the! Words C. sequence d. compare-contrast ~~~What kind of informational text descriptive identification to balancing the desired outcome dependent! On each level in the occupation covered within the job that is able to evaluate! The advantages associated with the appropriate job grading corporate standards a hierarchy analysis methods every. Is forbidden on this website % more than women for the job evaluation could overload additional... A short compare and contrast the following methods of job evaluation and submit an order into levels or degrees which are then to! Each factor is then divided into levels or degrees which are significant for distinguishing different levels of.! Of compensation not being at the current market value encourages unsatisfactory feelings the! 3 job analysis 1 ( 2 ) 17-28, Zaccaro, Stephen, Kilmoski Richard. Grade specifications that defined to resist overlap one another, John, ( 2008 ) issues in human resource...., there is no single appraisal method accepted and used by all organisations to measure their employees ’ perfor­mance within.