Job analysis and job evaluation are two processes that go hand in hand. In fact, an effective job evaluation cannot be completed unless a thorough analysis is first conducted. Job analysis is a way for organizations to examine the jobs currently in the organization. During this process, HR professionals should work closely with employees and their respective supervisors to create accurate job descriptions for each position. To create job descriptions, employees must describe various elements about their jobs such as the roles that they fulfill, the skills and aptitudes required to complete daily tasks, and their assigned workloads.
The descriptions developed during this analysis are then used to evaluate the relative importance of each job position. There are many different evaluation approaches. However, each approach is aimed at recognizing job content, the skills required for the job, the organizational culture, organizational values, and even the values of the external market. It is important to note that job evaluation does not include evaluating the performance of individual people in specific jobs. Job evaluation is solely intended to review job descriptions and determine how each relates to the internal hierarchy of the organization. It should always focus on the actual structure of the pay system, not the individuals within the pay system.
During both job analysis and job evaluation, it is imperative that HR professionals communicate why these processes are being conducted. If left unsaid, many employees might feel that they are being asked to justify their jobs, which may cause them to react to the process in a negative manner. Furthermore, employees may become defensive about their positions, finding ways to rationalize their current pay, position, and/or future with the organization. In efforts to gain the essential support of employees, HR professionals should explain how information from these processes will be used.
Analyze various methods of job evaluations, then, select one of the following job evaluation methods (ranking, classification, or point method) to use for this paper. Additionally, analyze how employees perceive the job evaluation method you have selected.
Based on research address the following:
Analyze methods of job evaluation.
Identify the job evaluation method (ranking, classification, or point method) you have selected.
How can an organization’s HR department use this job evaluation method?
Explain how this method can be used to achieve strategic alignment of an organization’s total rewards system. Justify your answer with references to this week’s Learning Resources.
Would you advocate for or against the use of this evaluation method? Why?
Analyze employee perceptions of job evaluation.
Describe two actions organizations should take to measure employee perceptions of job evaluation.
What positive and negative perceptions might employees have about the job evaluation method you have selected?
What ramifications might result from the negative perceptions of employees?
What strategies can HR professionals use to mitigate the negatives and highlight the positives of this specific job evaluation method?
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