岗位评估英文资料(1)ppt课件

1、Job EvaluationOld, Bold or a Story UntoldMarcus DowningHay GroupContentWhat is Job Evaluation?Job Evaluation Processes and GuidelinesJob Evaluation and PaySetting Reward Structures Using Job EvaluationJob Evaluation and Salary ManagementJob Evaluation Benefits Job Evaluation Risks and Considerations

2、What is Job Evaluation?What is Job Evaluation?Job Evaluation is a systematic process for ranking or rating jobs logically and fairly by comparing job against job or against a pre-determined scale to determine the relative importance of jobs to an organisation.Which is to say that Job Evaluation IS C

3、omparative Judgemental Structured Job CentredIS Not Absolute Scientific Unstructured Person FocusedPossible Applications for Job Evaluation JOB EVALUATIONRewardOrganisational AnalysisGradingCareer DevelopmentSuccession PlanningIdentifying gaps in the structureUnderstand relationships between rolesLi

4、nk to market dataUnderstanding possible career pathsUnderpin the frameworkArsenalBoltonChelseaArsenalBoltonChelseaXXX333000TotalRank303612Job RankingChief ExecutiveHR ManagerSecurityChief ExecutiveHR ManagerSecurityXXX330003TotalRank032613Job RankingElements of SizingDepth & Rangeof Know-HowPlanning

5、 &OrganisingCommunicating &InfluencingFreedomto ActNature of ImpactArea ofImpact(Magnitude)ThinkingEnvironmentThinkingChallengePROBLEM SOLVINGKNOW-HOWACCOUNTABILITY+=TOTAL SIZELEVEL15166664555455335321236151515912121291212771173216027272715212121162121121218124328842424222323232243232181825185451206

6、0606030454545344545252525660156396060604660607196496082406015. Emotional effort2.Knowledge, training & experience3.Analytical skills4.Planning and organisation skills5.Physical skills6.Responsibility Patient/client care7.Responsibility Policy and service8.Responsibility Financial and physical9.Respo

7、nsibility Staff/HR leadership, training10. Responsibility Information resources11. Responsibility R&D12. Freedom to act13. Physical effort14. Mental effort1.Communication & relationship skills16. Working conditionsJob ClassificationSlot jobs into grades by comparing whole job with a scale in the for

8、m of a hierarchy of grade definitionsThe ProcessNumber and characteristics of grades are definedGrade definitions to include factors like skills, experience, accountability Usually only a few grades (differentiation a problem if too many)AXxxxxxxxBXxxxxxxxCXxxxxxxxDXxxxxxxxJob Evaluation Processes a

9、nd GuidelinesGuidelines in Job EvaluationThe job as it is nowGuidelines in Job EvaluationThe job as it is nowFully acceptable PerformanceGuidelines in Job EvaluationThe job as it is nowFully acceptable PerformanceThe Job & NOT the PersonGuidelines in Job EvaluationThe job as it is nowFully acceptabl

10、e PerformanceThe Job & NOT the PersonAim forConsensusGuidelines in Job EvaluationThe job as it is nowDisregard current pay & statusFully acceptable PerformanceThe Job & NOT the PersonAim forConsensusGuidelines in Job EvaluationThe job as it is nowDisregard current pay & statusFully acceptable Perfor

11、manceThe Job & NOT the PersonNo understanding No EvaluationAim forConsensusJobs Exist In A ContextChanges to one job affect those around themjobs are intimately related to those around themJob Family Evaluation Process Review BusinessInformationEvaluationMethod Job InformationJudgement Record of Rea

12、sons Apply Conclusions BusinessInputJob Evaluation and PayThe AllTime Enemy of Job Evaluation. Some factors influencing pay PayProfit ShareDept. PerformanceCompany PerformanceLength of serviceMarketPositioningIndividual PerformanceMarketComparisonInternal relativityPay “heritageJob sizeSetting Rewar

13、d Structures Using JEJOB ANALYSIS Job DescriptionsJOB EVALUATION Process Methodology ResultsREWARD STRUCTURE Number Width PositioningPAY STRUCTURE Policy Practice RangesPAY PROGRESSION Market Positioning Corporate Performance Individual PerformanceSetting Up Reward Structures for Base PayJob Familie

14、sA job family describes a number of roles which are engaged in a similar or related kind of work. Job family modelling is a process of work analysis and definition which identifies the levels within a family, and defines accountabilities, performance measures and skills for each level of work.A comp

15、leted job family considers how many levels of that type of work there are and describes the key factors which differentiate one level from the next. Using Job Evaluation to Size Job FamiliesEvaluation Scores Job Family Generic Level A Generic Level B Generic Level C Generic Level D Generic Level EJo

16、b Family Levels Accountabilities . . .Knowledge & Skills . . .Performance Criteria . . .Using Job Evaluation to Size Job Families Levels DefinedUsing ChosenEvaluationMethodology JFM 1JFM 2JFM 3 JFM 4 Using Job Evaluation to Set Grading StructuresFinance & ITFinance Director Tech MgrSystems MgrFinanc

17、ial ControllerT, F H&S AsstFinance AdminT, F, H&S Mgr Credit Control MgrFinance AsstSystems AnalystAsst DeveloperIT Support AsstUsing Job Evaluation to Set Grading StructuresFinance & ITFinance Director Tech MgrSystems MgrFinancial ControllerT, F H&S AsstFinance AdminT, F, H&S Mgr Credit Control Mgr

18、Finance AsstSystems AnalystAsst DeveloperIT Support AsstUsing Job Evaluation to Set Grading StructuresFinance & ITFinance Director Tech MgrSystems MgrFinancial ControllerT, F H&S AsstFinance AdminT, F, H&S Mgr Credit Control MgrFinance AsstSystems AnalystAsst DeveloperIT Support AsstUsing Job Evalua

19、tion For Salary Management%JE BenefitsPossible BenefitsA structured framework for pay and grading Greater clarity and transparency for employeesIdentify and tackle anomaliesImproved fairness and better equal value protectionAccess to market data to inform cost effective decisions on payPossible Bene

20、fits (2)Sensitive in measuring job differences Enables comparison of dissimilar jobsEnables benchmarking against jobs outside the organisation as well as reflecting hierarchies internallyIs able to reflect jobs as they change with timeHelp to improve recruitment and retention for targeted areas with

21、in your businessProvide clear development pathways for your employeesJE Risks and ConsiderationsPossible Risks Fears that salary costs will rise Administrative/process costs rise There is no fit with the strategic agenda There are no positive benefits for stakeholders The organisation takes on too muchImplementation Considerationsthe need for and possible problems in getting union involvementthe need for and problems in getting wider business involvement the need to have appeals