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The : Whole Foods job analysis - Case Study Example

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Job evaluation refers to the determination of relative internal value of a specific job in an organization based on duties and responsibilities, which are assigned to that specific job…
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The case study: Whole Foods job analysis
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Download file to see previous pages 123). The whole food distribution company intends to evaluate its job structure and develop corresponding job titles and letters. Following the completion of job analysis and description, Whole Foods Company intends to evaluate its jobs and jobs structure. The techniques used to evaluate the jobs and job structures include job ranking, factor (pair) comparison, point method and job classification. Job ranking is one of the simplest and easiest methods of job evaluations. Jobs are ordered according to perceived seniority or on overall worth to the organization. Ranking method utilizes ordering, weighting and paired comparison. According to Jawahar-Lal (2008 p. g 182), jobs are then grouped to determine salary levels. The ranking method is simple and effective when few jobs are evaluated. However, it is difficult to administer when jobs are many and subjective. Point method measures job performances through scales and job factors. Thus, it does not focus entirely on employee ranking and job functions. Employees perceive point method as more reliable and valid as compared to ranking method. Factor comparison is more complex and scientific in its process as compared to any other job evaluation method. Factor comparison applies use of factors such as mental and physical effort as well as responsibility. The factors have predetermined weights attached to them, which indicates importance to their overall success. Job classification technique makes use of job groups and classes. The jobs performed by employees are measured using scales. Jobs performed by employees are ranked from the highest to the lowest positions as dictated by perceives value and quality to the organization (Armstrong and Baron, 1995 P. 65). Job classification method utilizes non-analytical grading, which allows comparison of whole job with a scale based on hierarchy of a defined grade. Grades that are used are factors that may include tasks undertaken, skills, experience and responsibility as well as competence and initiative among others. Table1: Jobs structure by titles and corresponding job letters. Job titles  Job Procurement manager C Store manager H Grocery supervisor F Assistant operation manager D Assistant store manager G Cook or Chef A Stock Clerk I Cashier B Dishwasher E Factors that were considered in job evaluation The skill covers experience, education and ability required. It also covers creative thinking and person relations skills. The second factor is responsibility (accountability). Responsibility refers to both fiscal and supervisory. An employee is a supervisor if he or she has authority and power to give instructions (orders) to subordinates and or be held responsible for actions or activities of his or her subordinates. Fiscal responsibility is another form of responsibility requiring employees to take care of monies of employers appropriately. Responsibility is dictated by the degree of freedom to act, number and type of subordinate staff as well as work complexity among many others. Thirdly, the mental and physical efforts are also important. Effort reflects degree of physical and mental stress as well as level of concentration. Fourth, working conditions cover location, hazards as well as extreme environment that employee works in. Job and job structure evaluation The most appropriate method for evaluating job and job structure of whole foods company is the point method. This method measures job performance through scales and associated job factors. The points are then allocated to each factor based on order of importance. Whole foods Company ...Download file to see next pagesRead More
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