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Chapter Topics
Job-Based Structures: Job Evaluation
Defining Job Evaluation: Content,
Value, and External Market Links
How-to: Major Decisions
Job Evaluation Methods
Who Should Be Involved?
The Final Result: Structure
Balancing Chaos and Control
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Ranking
Orders job descriptions from highest
to lowest based on a global definition
of relative value or contribution to the
organizations success
Alternation ranking orders job
descriptions alternately at each extreme
Paired comparison method uses a matrix
to compare all possible pairs of jobs
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Ranking (cont.)
Disadvantages:
Ranking criteria are usually poorly defined
Evaluators must be knowledgeable about every
job under study
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Classification
A series of classes covers the range of
jobs
A job description is compared to the
class descriptions to decide which
class is the best fit
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Classification (cont.)
Greater specificity of the class definition
improves the reliability of evaluation
Limits the variety of jobs that can easily be
classified
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Point Method
Common characteristics:
Compensable factors
Factor degrees numerically scaled
Weights reflect relative importance of
each factor
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Source: Hay Group, The Hay Guide Chart-Profile Method of Job Evaluation: An Overview, http://
www.haygroup.com/ww/services/index.aspx?ID=1529.
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Support
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Appeals/review procedures
Inevitable that some jobs are incorrectly
evaluated
Requires review procedures for handling
such cases and helping to ensure
procedural fairness
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