job evaluation

Examples of job evaluation in the following topics:

• Internal equity

  • Compensation specialists use two tools to help make these decisions: job analysis and job evaluation.
  • Job evaluation is a process that takes the information gathered by the job analysis and places a value on the job.
  • Job evaluation is the process of systematically determining the relative worth of jobs based on a judgment of each job's value to the organization.
  • The most commonly used method of job evaluation in the United States and Europe is the "point method".
  • The result of the job analysis and job evaluation processes will be a pay structure or queue, in which jobs are ordered by their value to the organization.

• Combining internal and external equity

  • The first is pay structure, the output from the job evaluation.
  • In other words, the straight line generated by the regression analysis will be the line that best combines the internal value of a job (from job evaluation points) and the external value of a job (from the market survey).
  • How do companies decide the pay associated with each job?
  • First, they analyze the content of each job.
  • Third, they price each job in the market.

• Pay

  • Compensation specialists use two tools to help make these decisions: job analysis and job evaluation.
  • A job analysis is a systematic method to discover and describe the differences and similarities among jobs.
  • A job evaluation is a process that takes the information gathered by the job analysis and places a value on the job.
  • The most commonly used method of job evaluation in the United States and Europe is the "point method."
  • The result of the job analysis and job evaluation processes will be a pay structure or queue in which jobs are ordered by their value to the organization.

• Evaluating Performance: Who, What, and How

  • Performance appraisal is the organized process of evaluating the job performance of employees according to organizational standards.
  • Performance appraisal or performance evaluation refers to the ongoing, organized process of evaluating the job performance of individual employees according to set standards of the organization.
  • Employers must be careful how they conduct such evaluations to avoid legal pitfalls.
  • Judgmental evaluation is generally the biggest part of the PA process.
  • In this realm of evaluation, employees are compared to each other rather than to set criteria.

• Evaluating Employee Performance

  • Performance evaluation is the process of assessing an employee's job performance and productivity over a specified period of time.
  • Performance evaluation, or performance appraisal (PA), is the process of assessing an employee's job performance and productivity.
  • That is, often people are nice enough to provide good evaluations for work that isn't up to par.
  • Supervisors record behaviors that they judge to be job-performance relevant, and they keep a running tally of good and bad behaviors and evaluate the performance of employees based on their judgement.
  • Self-assessments: in self-assessments, individuals assess and evaluate their own behavior and job performance.

• Employee Recruitment

  • Recruitment is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that role.
  • Job analysis involves determining the different aspects of a job through, for example, job description and job specification.
  • The former describes the tasks that are required for the job, while the latter describes the requirements that a person needs to do that job.
  • Methods of screening include evaluating resumes and job applications, interviewing, and job-related or behavioral testing.
  • Internet job boards and job search engines are commonly used to communicate job postings.

• Performance Assessment

  • A performance appraisal is done to assess an employee's job performance and productivity on certain preestablished criteria and objectives.
  • A performance appraisal (PA) or performance evaluation is a systematic and periodic process that assesses an individual employee's job performance and productivity, in relation to certain preestablished criteria and organizational objectives.
  • A private conference is often scheduled to discuss the evaluation.
  • The process of an evaluation may include one or more of these things:
  • A performance appraisal (PA) or performance evaluation is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain preestablished criteria and organizational objectives.

• Training

  • These activities are often focused upon, and evaluated against, the job that an individual currently holds.
  • On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use once they are fully trained.
  • On-the-job training has a general reputation as being most effective for vocational work.
  • Off-the-job training has the advantage in that it allows people to get away from work and concentrate more thoroughly on the training itself.
  • A more recent development in job training is the On the Job Training Plan or OJT Plan.

• Policy Evaluation

  • Policies must be evaluated once in place, but still tend to become entrenched over time and often do not receive any kind of evaluation.
  • Policy evaluation can take place at different times.
  • In spite of the many ways policies may be evaluated, they are often not evaluated at all.
  • For example, two of the objectives of the 1996 Telecommunications Act were creating jobs and reducing cable rates.
  • If sufficient amounts of revenues are not made, companies must either cut jobs to maintain low rates or must raise rates to create more jobs.

• Cross-Training and Job Sharing

  • Cross training involves workers being trained in tangent job functions, while job sharing involves two people working together on the same job.
  • Mary and Susan job share.
  • Illuminates inefficient methods, outdated techniques, and bureaucratic drift, which allows staff to re-evaluate the work methods
  • Job sharing is an employment arrangement where typically two people are retained on a part time or reduced time basis to perform a job normally fulfilled by one person working full time.
  • Employees who job share frequently attribute their decision to quality of life issues.