Evaluation of Jobs and Job Structure - Case Study Example

? Compensation Task: Compensation Evaluation of Jobs and Job structure Job A: Chef Designated Job Line Cook, under skill factor, the line cook scores 2 points for each category of education, experience and ability. In supervision, the line Cook scores 1 point for each of the fiscal and supervisory responsibilities respectively. Under effort, the cook scores 3 for physical effort and 1 for mental effort. Under working Conditions, the cook scores 2 for each of the location, hazard and extreme environment degrees. Total points scored are 18 out of 30. Job B: cashier The job description fits that of a cashier. Under the skill factor, the cashier scores two points for experience and ability. Under supervisory, the Cashier scores 2 for fiscal and supervisory responsibilities. Under effort, the cashier scores 2 for physical effort and 3 for mental effort. Under working conditions, the cashier scores 2 for each of the categories. Total points scored are 21 out of 30. Job C: Prepared Food Manager The prepared food manger has executive management roles. The Manager is responsible for the prepared food department. Under skill factor, the manager scores 3 for each of the categories thus experience, education and ability. Under responsibility, the manager scores 3 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 26 out of 30. Job D: Back Room Shift Supervisor The shift supervisor is responsible for supervisory functions during shifts. The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility functions and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. Total score is 23 out of thirty. Job E: Dish Washer He does cleaning duties. He scores 1 for education, 2 for ability and 1 for experience. Scores zero for fiscal and supervisory responsibilities. He scores 3 for location, hazard and extreme environment. Total score is 13 out of thirty. Job F: Store Shift Supervisor The stores shift supervisor is responsible for supervisory functions during the planned shifts. The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility function and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. Total score is 23 out of thirty. Job G: Prepared Food Department Assistant Manger The prepared food assistant manger has management roles. The assistant manger is responsible for the prepared food department. Under skill factor, the manger scores 3 for each of each of the categories of Experience, education and ability. Under responsibility, the manager scores 2 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 25 out of 30. Job H: Store Manager The stores manager rotates among stores offering managerial assistants to the store team leaders. Under skill factor, the store manager scores 3 for experience, education and ability. In responsibility function the manger scores 3 for the both fiscal and supervisory function. Under mental and physical effort, the manager scores 3 and 2 respectively. Under working conditions, the manager scores 3 for each location, 2 for hazard and extreme and 2 for environment categories. Total score is 27 out of 30. Job I: Back room Staff He does cleaning duties at the back room. He scores 1 for education, 2 for ability and 1 for experience. Scores zero for fiscal and supervisory responsibilities. He scores 3 for location, hazard and extreme environment. Total score is 13 out of thirty. The Job Structure for Whole Foods (Whole Foods, 2011). Process, Techniques, and Factors In order to arrive to the above presented job structure, the point method was used as the job evaluation methodology of choice. The point method makes use of a set of compensable factors inherent in each given job analysis that determines the worth of the described job (Fowler, 2000). Compensation factors are job evaluation yardsticks that determine the facets of the enumerated jobs that qualify it for a given prescribed pay. Compensation factors have unique characteristics that are the defining principles of its functions. These characteristics include their presence in all jobs analyzed, their need for an elaborate definition and measurability (Armstrong & Baron, 1995). Similarly, in the event that there is a dual factor selection, their meaning should not overlap. Consequently, in the event of an overlap amidst them, there is an allocation of a double weight to one of the factors. Principally, there is a need to derive all the factors from the individual job description obtained in the available job analysis. Lastly, the group noted that compensable factors should fit the organizational needs. The procedure for point method dictates that there is an initial analysis of the job (Armstrong & Baron, 1995). Evidently, this already had been provided in the Whole Foods job analysis document. Second part of the procedure requires the selection of the compensable factors followed by their definition as yardsticks for job evaluation. The fourth procedure entails the determination of the defined factor degrees. The fifth procedure dealt with the determination of point factors and degrees. This follows the need to assign varying weights to different degrees. This is in recognition of the extra weight carried by some factors. Lastly, a job evaluation manual is drafted and the jobs rated. Having selected the compensated factors their definition followed. Broadly, the grouping of the factors is skill factors, responsibility factors, effort factors and working conditions, which are in line with the principle of equality. In skill as a factor, I looked at its broad application in terms of experience required, the education level and the ability needed by the job. Responsibility as a factor looked at fiscal responsibility and supervisory responsibility. Effort factor majored on the level of mental and physical effort required (Kleynhans, 2006). Under the consideration, of the working conditions, the location of the condition, the hazards involved, and the extremes of the environment were principle factors considered. The table below is used to characterize the definition factors and their corresponding points and degrees. The compensable factors chosen met the requirements of the job description presented in the provide job analysis. Similarly, they are inline with the principles of equality while recognizing the particular skills involved in administrative responsibilities. Evaluation of Job Descriptions The job descriptions provided were exceedingly useful in realizing the evaluations given and the final allocation of the points that aided in the derivation of the job presented job structure (Armstrong & Baron, 1995). The work required part of the job analysis was obliging in the determination of the allocated positions while the requirements helped determine the scores for the various compensability factors. References Armstrong, M. & Baron, A. (1995). The job evaluation handbook. London, UK: CIPD Publishing Fowler, A. (2000). Writing job descriptions. London, UK: CIPD Publishing Kleynhans, R. (2006). Human resource management. Cape Town, SA: Pearson South Africa Whole Foods. (2011). Company info. Retrieved from http://www.wholefoodsmarket.com/company/ Read More