Preparing a job structure - Research Paper Example

A number of objectives and goals will guide this process of job evaluation. These objectives will be increasingly crucial in guiding the process of evaluating the jobs and ranking them according to their importance. These goals included: 1. To collect sufficient information and data in regards to the description of the job, specification of the job and specifications of employees for the different kinds of jobs in the deli. 2. To make a comparison between the responsibilities, duties and demands of a job with those of other job descriptions. 3. To determine the grades, ranks or positions of the jobs. 4. To find out the arrangement and position of jobs in the deli.

In coming up with the job structure below, several principles were followed. First, the employee was not the one to be rated but the job. Based on the demands of the job, several elements were selected and rated. It was crucial to identify which jobs were to be evaluated first before commencing with the job evaluation process. Nine different jobs were identified that had to be evaluated and ranked. There were two methods selected to evaluate the jobs. The first was the factor- comparison method, and the second is the point factor technique.

It is crucial to note that two key goals of carrying out a job evaluation are to create internal principles of comparisons and to measure virtual significance or price of a job to a business. This evaluation focused on the above methods of evaluation and how to choose the compensable factors for determining the worth or value hierarchy of a job. When carrying out a quantitative job evaluation, it is crucial to choose the applicable compensable factors first. Compensable factors are the criteria used to provide a platform for judging the value of a job, the element utilized to measure the worth or a job or the intrinsic elements in jobs increase the worth or value of an organization.

Four key compensable factors were used to evaluate jobs in this case. These include skill, responsibility, effort and work conditions. These compensable factors were chosen after identifying the internal values of the organization, after reviewing the content of the jobs of each work- group. The four compensable factors for job evaluation seemed useful after identifying several potential elements that show the internal value of the company. It was clear that the company values skills, knowledge, effort, ability to handle responsibilities and different working conditions.

It was crucial for the evaluation that the compensable factors be developed. This was achieved by first identifying the lowest and highest levels of all factors of interest and then creating intermediate stages by identifying a rational progression that shows logical differences. After this, it was easy to create a hierarchy reflecting the worth of each job consistent with the perception of the management of the relative worth or value of the job. In constructing this job structure, it was also significant that the compensable factors be weighed.

This was done by first considering the nature of the job performed and ranked the elements or factors chosen according to their priority as perceived by the organization. The factor- comparison technique for evaluating jobs was crucial in constructing the job structure. The method allowed for the selection of several factors as reflected by the job