Job analysis & job evaluation - Term Paper Example

?Running Head: Job Analysis & Job Evaluation Job Analysis & Job Evaluation [Institute’s Job Analysis & Job Evaluation The globenowadays is growing at a rampant rate and has come under development and expansion in every field of life whether it is social, economic, environmental, or political. The advancement in technologies has left an indelible imprint on the world of commerce where competition has become the significant aspect for all the businesses and corporations, resulting in focus to the amplified productivity of goods and services. The trends of the recent years also portray that companies are confronting challenges at an unprecedented rate and in order to stay in the market and generate profits, they need to work in an effective and efficient manner. A corporation comprises of many internal departments or divisions such as finance, human resource, sales, marketing and many more on which the company’s structure rests. The department that is of prime importance for any organization is its human resource division, which focuses on employee management. The human resource management arena includes several procedures, methods, practices, and courses of actions that come under the basis of rules, regulations, and policies of the department (Aswathappa, 2005). The data or the information related to “job duties, responsibilities, tasks, environment, and essential and required skills and abilities that are in need to perform the job comes under identification and determination by the HR personnel” (Aswathappa, 2005). The data or the information related to job duties, responsibilities, tasks, environment, and essential and required skills and abilities that are in need, is the process defined as Job Analysis. In particular, it is critical as the information will come under usage for defining and designing job descriptions, specifications, classifications and performance of job evaluations for an employee that will facilitate in accomplishment of the strategic goals of the organization; hence, job analysis is a crucial task of HR department. As an outcome of the data gathered from the job analysis, it will help in recognition of training needs, making recruitment strategies, and building performance reviews (Aswathappa, 2005). Whereas, looking at the other end of the spectrum, job evaluation is the process that assesses the value and worth of the position or job in the employment industry, than an organization creates. Job description is the elementary and fundamental aspect for the evaluation of a job. As an outcome of job evaluation, the salary structure comes under assignment to the employee. The job evaluation focuses and aims to provide people with a fair, unbiased, and impartial ground for all the jobs. One of the prime chores of job evaluation is to set up and develop hierarchy and structure in the organization, based on job requirements and specifications. Pay structure’s foundation lays on job structure. Through internal consistency in job structures, HR personnel are able to identify and distinguish the discrepancies in job characteristics as job descriptions are the basis of it (Aswathappa, 2005). Compensation is another element of an HR function. Compensation is the worth of the work carried out that, an employee gets in return, not only in the form of monetary reward but also in the form of financial returns, substantial services, and other employment relationship benefits. While establishing a compensation strategy HR personnel evaluates the association of compensation to the business strategies, external environment and internal HR circumstances and based on it they formulate the strategic compensation positions. In addition, the HR personnel analyze the gaps by making a comparison between objectives and the actual strategic positions. Once the HR personnel identify the gap, they then design compensation programs in order to overcome those gaps, and pursue it. The HR subdivision of the company develops the compensation programs that must maximum comply with its strategic plans and actions in order to expand and grow their competitive advantage over others in the market economy. The labor/employee cost is one of the colossal challenges that an organization countenance due to the reason that the company operating budget heavily depends on it, hence, it plays a crucial role in affecting the competitive advantage. The recent trends show that due to the dramatic increase of benefit costs, compensation costs have come under mammoth impact of it and the maximum raise has been in the health benefits. As compensation costs have a direct relation and manipulate on recruitments, company’s revenue and turnover, and employees efficiency and valuable output, therefore, it is of high importance to examine and follow the compensation practices in a beneficial way by the employees. Another challenge that HR personnel encounters while developing compensation strategies is equity or fair play with the employees in comparison to their counterparts present in the marketplace. It is important for HR personnel to have an understanding how the employees form the opinions and views about equity. The input that reflects the contributions of an employee for a particular job, and outcomes refer to the return that an employee gets for performing a job are the two factors that influence the formation of opinions for equity (Harris, 2000). To get the maximum output of the job from an employee, it is important to keep them inclined towards the work, therefore, compensation plans comes under development as it plays a vital role in achieving the strategic goals of the organizations, and increases the revenues. To keep an employee motivated is one of the key motives of compensation plan (Harris, 2000). Standard performance of an employee is in direct proportion to the merit pay or compensation. When more than one employee has the same job descriptions and performs the same level of work (Harris, 2000), the employer should not discriminate the two while examining the performance ratings based on pay falling in different quartile. Both the employees should receive the same percentage of merit increase in pay due to the reason that the level of performance of both the employees are same and are giving an equal efficiency in their outputs. Compensation and benefit plans for an employee elevates their performance level, become loyal and augments their retention power, and creates a constructive impact on them. Compensation package is an added list of several benefits that an employee gets along with the basic pay. Amongst the benefits, that an employee is eligible for includes the health insurance, which is a basic and fundamental benefit package for an employee. It is the program that an employee can use in case of bad health or disease, childbirth, parenting, or is tacking care and providing aid to a relative whose life is in jeopardy form death. Through this program, an employee who is in continuation in a job gets the support of his earnings on a provisional basis. Health insurance plays an important part in health care of an employee as it provides a portion or complete salary amount to the employee in his days of illness, therefore, an employee will not get exhausted in the thoughts of getting unemployed (Harris, 2000). HRM concepts and implementations in the recent years have seen a drastic change in the world of business, thus leaving a mark on the business environment. The model of human resource administration is no more comes under confinement to hiring and salary distribution, but has broadened its scope and includes a variety of procedures. The benefits that an employer provides to its employee are prime factors of motivation that leads to the effective and efficient output to his job responsibilities from an employee. This results in corporation’s achievement and attainment of its strategic goals and targets (Harris, 2000). With the today’s competitive environment in the market, corporations only focus on capitalizing on their revenues and turnover, resulting in cost-effective labor and raw materials and rise in market share and improved taxation systems. Whether the organization is big or small, Human Resource Management is the foremost aspect that an organization requires. The principle tasks that an HR personnel need to perform is identification and development of job and its features. Job evaluation is another aspect that cannot come under ignorance as salary structure depends on it. In order to retain, make the employee loyal, and get maximum output from them, it is important to motivate them through benefits package. Maximum output from an employee will eventually lead to accomplishments of organizations goals resulting in the success of the organization. References Aswathappa, K. (2005). Human Resource and Personnel Management. Tata McGraw-Hill Education Harris, M. (2000). Human resource management: a practical approach. Dryden Press. Read More