Job evaluation Essays

Job evaluation Essays Job evaluation Essay Job evaluation Essay Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. An approach designed to enable a job to be compared to all other jobs in an Institution in a systematic and transparent way in order to create a fair rank order of jobs, usually as the basis for a grading and pay structure, to ensure equal pay for work of equal value Some Principles of Job Evaluation Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description. ?All jobs in an organisation will be evaluated using an agreed job evaluation scheme. ?Job evaluators will need to gain a thorough understanding of the job ? Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated. ?The job is assessed as if it were being carried out in a fully competent and acceptable manner. ?Job evaluation is based on judgement and is not scientific.However if applied correctly it can enable objective judgements to be made. ?It is possible to make a judgement about a jobs contribution relative to other jobs in an organisation. ?The real test of the evaluation results is their acceptability to all participants. ?Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions. Job Evaluation The Future As organisations constantly evolve and new organisations emerge there will be challenges to existing principles of job evaluation.Whether existing job evaluation techniques and accompanying schemes remain relevant in a faster moving and constantly changing world, where new jobs and roles are invented on a regular basis, remains to be seen. The formal points systems, used by so many organisations is often already seen to be inflexible. Sticking rigidly to an existing scheme may impose barri ers to change. Constantly updating and writing new jobs together with the time that has to be spent administering the job evaluation schemes may become too cumbersome and time consuming for the benefits that are derived.Does this mean that we will see existing schemes abandoned or left to fall into disrepute ? Will providers of job evaluation schemes examine and, where necessary, modify them to ensure they are up to date and relevant ? Simply sticking rigidly to what is already in place may not be enough to ensure their survival. Job Evaluation More Job evaluation is essentially one part of a tripartite subject, which is collectively referred to as Job Study (other names exist).The three parts are Job Analysis; Job Evaluation the information collected is evaluated using a numerical scale or ranking and rating methodology; and Merit Rating BSI definition (32542). BSI definition 32529 – â€Å"Any method ranking the relative worth of jobs which can then be used as a basis f or a remuneration system† It is essentially a comparative process. Job evaluation evaluates selected job factors, which are regarded as important for the effective performance of the job, according to one of several alternative methods. The resulting numerical gradings can form the basis of an equitable structure of job gradings.The job grades may or may not be used for status or payment purposes. Explanation: Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e. g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management. Illustration:The Time Span of Discretion is an interesting and unusual method of job evaluation developed by Elliot Jaques for the Glacier Metal Company. In this method the job pressure is assessed according to the length of time over which managers decisions commit the company. A machine operative, for example, is at any moment committing the company only for the period needed to make one product unit or component. The manager who buys the machine is committing the company for ten years. Job evaluation is the process of determining the appropriate Career Group and Role to which a position is assigned.The job evaluation process has four steps: Selecting the Occupational Family: The first step is to determine the appropriate Occupational Family by reviewing the vocational characteristics (the nature and type of work performed) outlined in the Employee Work Profile. Comparing and Selecting the Career Group: The second step is to compare the Concept of Work capsule that describes the array of work performed in the various Career Group Descriptions to the Employee Work Profile in order to determine the appropriate Career Group.Comparing and Selecting a Role within a Career Group: The third step is to evaluate and compare the Work Description (position objective; purpose of position; knowledge, skills, abilities and competencies; education, experience, certification and licensure; core responsibilities and special assignments) outlined in the Employee Work Profile to the various Role Descriptions and the factor matrices to determine the appropriate Role.Comparing to other positions within a Role to ensure consistency: The final step is to confirm the assignment of the position to the Role by checking to make sure that it is consistent with other positions assigned to the same Role Job Evaluation: Methods: The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job.In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors know how, problem solving and accountability Ranking Ranking This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization.The worth of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions. Advantages Simple. Very effective when there are relatively few jobs to be evaluated (less than 30). Disadvantages Difficult to administer as the number of jobs increases. Rank judgements are subjective. Since there is no st andard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. s of compensable factors are: Skill Responsibilities Effort Working Conditions Next, benchmark jobs are identified. Benchmark jobs should be selected as having certain characteristics. equitable pay (not overpaid or underpaid) range of the factors (for each factor, some jobs would be at the low end of the factor while others would be at the high end of the factor).The jobs are then priced and the total pay for each job is divided into pay for each factor. See example matrix below: Job Evaluation: Factor Comparison The hourly rate is divided into pay for each of the following factors: Job Hourly Rate . Pay for Skill Pay for Effort Pay for Responsibility Pay for Working Conditions This process establishes the rate of pay for each factor for each benchmark job. Slight adjustments may need o be made to the matrix to ensure equitable dollar weighting of the factors.The other jobs in the organization are then compared with the benchmark jobs and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgements that are subjective. The standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees (females or minorities). Job Evaluation: Methods: Point MethodPoint Method A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Skill Responsibilities Effort Working Conditions These factors can then be further defined. Skill Experience Education Ability Responsibilit ies Fiscal Supervisory Effort Mental Physical Working Conditions Location Hazards Extremes in Environment The point method is an extension of the factor comparison method. Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument.The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgments that are subjective. The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).Performance appraisal, also known as employee appraisal, is a method by which t he performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylors time and motion study[citation needed]. Performance appraisal is a part of career development. Performance appraisals are a regular review of employee performance within organizations. Generally, the aims of a scheme are: Give feedback on performance to employees. Identify employee training needs. Document criteria used to allocate organizational rewards.Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are ask ed to score an individual against a number of objectives/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time.This is known as 360 ° appraisal. The most popular methods that are being used as performance appraisal process are: Management by objectives (MBO) 360 degree appraisal Thus performance appraisal is important for effective human resource management. Performance appraisal is a process of evaluating employee performance in order to guide and develop the employees potential. In many extension organizations which are government departments, the performance appraisal is nothing more than a confidential judgement of work done and a character report used to facilitate disciplinary action or promotion.The employees do not get feedback about their performance. Extension organizations need to have an open appraisal system to provide feedback and opportunities for open discussion with employees on their performance, because they have immense potential to grow and develop. This system can create a healthy working climate and employee motivation. The performance appraisal which aims at facilitating employee development has the following major purposes: (1) to provide feedback and guidance, (2) to set performance goals, (3) to identify training needs, and (4) to provide inputs for management of pay administration, rewards, and promotion.The steps involved in effective performance appraisal are (1) identification of key performance areas and setting yearly objectives under each KPA, (2) identification of critical attributes for effective performance, (3) periodic review of performance, (4) discussion of performance with employees, and (5) identification of training and developmental needs (Pareek ; Rao, 1992). Potential Appraisal The potential appraisal is a future-oriented appraisal by which the potential of an employee to occupy higher positions and to assume higher responsibilities is evaluated.The potential appr aisal can help the extension staff to know their strengths and weaknesses and can motivate them to further develop their skills. Thus the potential appraisal helps in planning overall career development of employees. Some of the techniques used for the appraisal are self-appraisals, peer rating, the management by objectives (MBO) approach, psychological test and simulated work exercises, case analyses, and leadership exercises.

Rifa Essay Example | Topics and Well Written Essays - 2000 words

Rifa - Essay Example Key Words financial terms, jargons, financial methods and techniques Discussion a) Jonny 1) According to Turner’s 2004 report, pension crisis is caused by two major factors. These are the downturn in financial markets and unpredicted improvement in longevity (Whitaker 1997, pg. 16). Of course there are other factors as well, but these two elements have the biggest role to play in anybody’s descent into pension crisis. Bill Murray should therefore watch them closely if he wants to avoid being caught up in the cobweb that is pension crisis. 2) A money purchase scheme is a variation of defined contribution pension schemes (Hearn 2004, pg. 32). It is normally created by employers as a pool from which they can pay their retired employees income. Despite the employer sponsoring it, it is managed by a board of trustees (with the only exception being public sector schemes). The Trustees are in charge of paying death and retirement benefits. The amount of income payable depends on the amount of contributions made to the scheme by an employer or member, the performance of investment funds and the annuity rate at the time one is retiring. 3) Jonny is not too young to think about pension schemes. In fact, at the age of 30, he should be ready to start putting money in a pension scheme. The reason for this is that he has 30 years or less of gainful employment, after which he will retire. Contributing consistently for 30 years in any pension scheme (especially a money-purchase scheme) is enough to sustain him for possibly the rest of his life. Pension Crisis Pension is a contract made in a regular basis to a person with a fixed sum on the retirement from service (Rein & Schma?hl 2004, pg. 69). Pension crisis can be defined as the predictable difficulty found in the payment for the federal, corporate and the state pensions in Europe caused by the difference between resources and the pension obligations used in funding them. Causes of Pension Crisis Underfunded Pe nsion Plan Pension funds have to maintain a funding status or the assets value to liabilities in order to be able to afford the retirement benefits for their employees. An underfunded pension plan has fewer assets used to afford its liabilities. This is mainly caused by mismanagement as the pension schemes rely on the amount of cash being contributed from the sponsor which can be an employer (Rein & Schma?hl 2004, pg. 71). This management has a negative impact to the employees because there pension money has not been well handled. Shifting Demographics have also led to the lower ratio of workers per retiree. These are caused by the number of people retiring thereby causing employers to spend a lot of money on them compared to the profit gain of the company. The lower birth rates are also seen as a major factor as it leads to the decreasing labor force that is the number of workers. Money Purchase Scheme A money purchase scheme includes stakeholder and other occupational pension plan s among others (Rein & Schma?hl 2004, pg. 73). Its benefits depend on contributions to the pension fund and also the investment of the assets placed which can be positive or negative. When one retires the amount of money depending on the two factors is what will lead to the income one will get on retirement. Money

Assess To What Extent Large Chain Stores Are Positive For National Research Paper

Assess To What Extent Large Chain Stores Are Positive For National Growth - Research Paper Example The growth of chain stores is of considerable importance when it comes to the growth and size of an economy. There are changes which have emerged due to growth of these stores. This has led to the globalization of the markets and the economic integration due to the introduction of custom unions, free trade areas, political economic unions and social changes which result from the common monetary and fiscal policies (Greenfield, 2011). There are different types of chain stores. These include the consumables and the non consumables stores which are used to stock different types of commodities. These stores are of considerable importance to the nation. Greenfield (2011) asserts that to begin with they have led to the improvement of health sector in the economy. It has been due to this that we have changed the nature of conduct within the place of work. This has led to changes in the political behaviors of dictatorship in the government. This has been due to the misconduct by the wealthy merchants taking their business without considering the health of the workers and their care towards the society members. Secondly these stores have led to environmental conservation. This is due to the organized storage of stock thus avoiding pollution in both air and water. This has led to the conservation of the environment and health for the citizens. In addition, they have led to proper and well organized distribution of goods and services. This is due to the mass production by large companies in the world. Most of these companies are anticipating high returns, and they thus effectively and efficiently struggle to make high profits due to the increase in consumption behavior of the consumers (Howard, 2011). Distribution is a key factor to consider in the modern business. This has been due to the increased competitive nature of suppliers and distributors. Lebhar (4) asserts that consequently, advertising of products is also another factor to adopt due to the rising modern market ing strategies in the field of business. Chain store is managed by observing the degree in which to employ the salesmanship. Salesmanship is employing the convincing power in marketing of the product. However, the business has enhanced the availability of commodities to the customers. This has made it so easy for individuals to acquire goods because of the single roofing whereby one can select the desired product out of the multiple products in the store. The collaboration among many business enterprises has led to capital adequacy in investing especially to the green field investors. Capital is a significant factor to consider in doing a business since it enables an entrepreneur to acquire the factors of production which include land and labor. These are the main resources in production (Lebhar 8). The resources are endowed differently in different countries in the world, and thus chain stores are enjoying together the absolute advantage in production and avoid the comparative disa dvantage caused by factor distortion. This has led to franchise in the international market. In addition, the size of the economy must grow, and there is a significant impact on social living which results from varied opportunities in employment. This leads to eradication of poverty and place individuals in a better position to acquire goods and services (Lebhar 10). They thus

Sarbanes-Oxley Act of 2002 Article Review Essay Example for Free

Sarbanes-Oxley Act of 2002 Article Review Essay The Sarbanes-Oxley Act was a daring attempt to legislate morality with the intentions of restoring integrity with the public in financial markets. The Sarbanes-Oxley Act is a direct result from corporate scandals like WorldCom, Enron, Adelphia, and Tyco, which succeeded in the collapse of these major corporation and ruined people’s lives. The mistreatment of employees and investors by flagrantly unethical business practices cost some their life savings and retirement portfolios while others went to jail because they were part of the scandals. The provision regarding ethics in business contained within the Sarbanes-Oxley Act help to ensure and deter unethical business practices. There are two particular provisions that have a big effect on organizations on their ethical decision making. The first is the requirement corporations must create a code of ethics for senior financial officers that include enforcement mechanisms and the regular rotation of outside auditors. There are other requirements such as Section 303 â€Å"improper influence on conduct of audits,† Section 306 â€Å"insider trades during pension fund blackout periods,† and Section 307 which state â€Å"rules of responsibility for attorneys,† (Orin, 2008) but the first two mentions have the power collectively to regulate corporations internally and externally. The Code of Ethics is a schematic for each corporation for governance within the organization to regulate and set acceptable standards for directors, officers, accountants, and employees. The mandatory rotation of auditors ensures the organization has a truly independent audit that allows auditors to question and criticize business practices of the corporation experiencing the audit. The SOX should have went one step farther by mandating audit –firm rotation rather than just rotation of the lead person doing the audit, which would ensure complete independence of the audits. The rotation will ensure if one auditor misses unethical practices or is part of it will be discovered and discontinue with the rotation. The out-of-pocket expense for compliance has many critics who say this is an unfair burden on corporations; however have made significant strides against unethical business practices. The criminal penalties for which the act provides includes fines, imprisonment, loss of exchange listing, and loss of DO insurance depending on which section of the SOX the corporation is out of compliance with. The CFO or CEO who unknowingly submits a wrong certificate could be fined up to one million and up to 10 years of prison, if knowingly then he or she could be subject up to five million and up to 20 years imprisonment. â€Å"The ultimate incentive, which may prove to be the sine qua non, is that a failure to do so could expose them to the disastrous possibility of being deemed to have embraced these historical problems and to become accountable for them as their own† (Orin, 2008). The Sarbanes-Oxley Act was drafted by Representative Michael Oxley and Senator Paul Sarbanes, which was intended to protect investors by ensuring/improving the reliability and accuracy of corporation’s disclosures of corporate financial performances. The SOX ensures that executives are held accountable for all financial issue even if unknown, forcing them to become more involved and monitor the accuracy of what is being reported to be true and accurate. References Orin, R. M. (2008). Ethical Guidance and Constraint Under the Sarbanes-Oxley Act of 2002. Journal Of Accounting, Auditing Finance, 23(1), 141-171. SOX-Online, (2012). Sarbanes-Oxley essential information. Retrieved from http://www. sox-online. com/basics. html

abraham lincoln Essay -- essays research papers

Abraham Lincoln was born in Hardin County, Kentucky on February 12, 1809, to Thomas Lincoln and Nancy Hanks. Thomas had been apprenticed as a carpenter after the death of his father and the passing of the family property to his eldest brother as required under the system of primogeniture. Thorough dint of hard work or with funds from his family, Thomas acquired enough money to purchase a farm, but his ownership was soon challenged. Kentucky had been surveyed in such a primitive manner that boundaries were never certain. After having the titles of two other farm parcels challenged, Thomas tired of Kentucky and in 1816 moved his family to southern Indiana. The federal government had surveyed Indiana in a manner that insured sound titles. Abraham Lincoln later explained his father's move as "partly on account of slavery; but chiefly on account of the difficulty in land titles." If distaste for slavery motivated Thomas Lincoln to leave Kentucky, it was probably anger at the in fluence of the planter class rather than concern for the lot of the slaves, as Thomas never expressed any moral qualms about the institution. The Lincoln family's problems in Kentucky were not atypical for frontier settlers. Traditionally, the frontier has been portrayed as an agrarian idyll, a vision of sturdy and prosperous yeomen farmers serving as a bulwark of democracy. In fact, the frontier provided as many opportunities for failure as for success. Settlers were plagued by sickness and dea...

Creating a Living Newspaper

Reflection on Y, F, Z Living Newspaper Scene The idea of the â€Å"Living Newspaper† is an ingenious way in theatre to depict real life in an artistic way and amplify the feelings of the actual event. So, naturally when you assigned us to create our own â€Å"Living Newspaper† I was ecstatic to get started. The group I worked with and I decided to choose between finding a newspaper on a cult group or an exorcism, though I preferred the exorcist idea, we decided to go with cults because during our research we found it very fascinating that there were so many cases and different types of cults.During our research we found there were multiple different kinds of cults, some good, some bad, but most focused on the end of the world or the end of their world and how they would be able to spend eternity, and most usually had manipulative and violent leaders. One such case was the Y, F, Z Ranch where the leader Warren Jeff’s is accused of committing multiple accounts of i ncest and rape, though that was still not as interesting to us as the fact, that all the girls that belonged to this cult, were in a sense brainwashed.The fact that somebody or a group of people could be tricked into thinking that something so sinister was the way of a god was ludicrous. As a group we all wanted to add or own tweak the piece, my own personal contribution was the in the beginning of the scene I wanted there to be sheets in front of the actors playing the rap victims of the cult and you would see â€Å"Warren Jeff’s† shadow come up to each one and imitate the act of raping them. I wanted this to highlight the silent motif we played with.Though, of course in the time we had we had to be realistic with our scene so the sheets didn’t happen, we still continued with the most important theme of silence which is what I intended for my contribution. What I took away as an actor from this piece is how different it is to play a real person rather then a ch aracter and how much it bends and changes the methods of the acting I was use too. And personally from this piece I realized how difficult it is to work when there are so many people disorganized people trying to voice their opinion. But, I did enjoy the experience.

Common Themes of Edgar Allan Poe - Free Essay Example

Sample details Pages: 1 Words: 434 Downloads: 3 Date added: 2019/06/26 Category Literature Essay Level High school Tags: Edgar Allan Poe Essay Did you like this example? Allen Poe is a famous poet who is known for his many short stories. Some of his most famous ones are The Tell Tale Heart and The Raven. Edgar’s poems often share a similar or even the same theme. In these two short stories a common theme is loneliness can drive one insane. In The Tell Tale Heart Edgar shows many examples of supporting this theme. In this story the unnamed narrator was very lonely, lived by himself and took care of an old man. He loved the old man, but he hated his  ¨Vulture eye†. â€Å"Whenever it fell upon me, my blood ran cold; and so by degrees- very gradually- I made up my mind to take the life of the old man, and thus rid myself from the eye forever.† He hated it so much he had logically planned to murder him just for the way his eye looked. â€Å"Object there was none. Passion there was none. I love the old man he had never wronged me. He had never given me insult. For his gold I have no desire.† It was a successful murder until he started going insane from his guilty conscience making himself hear things that weren’t actually there and eventually turned himself into the police. â€Å"I heard all things in the heaven and in the earth. I heard many things in hell.† Don’t waste time! Our writers will create an original "Common Themes of Edgar Allan Poe" essay for you Create order In the short story, The Raven, the unnamed narrator is very alone by the recent death of his loved one Lenore. He imagines a raven bird knocking at his door and window then entering his room repeatedly saying â€Å"Nevermore†. He tries to have a conversation with the raven asking, â€Å"Is there anything that will comfort my soul?† â€Å"Will I reunite with Lenore in heaven?† The raven still continues to say nothing but â€Å"Nevermore†, the narrator then freaks out at the bird and tells him to leave him alone. Suddenly the narrator is convinced that the angels from heaven, Lenore, made the room’s air dense and perfumed. The narrator then tells the audience the raven stopped speaking to him and sits in his room and he believes that he will live in the shadow of the raven forever. Loneliness can drive one insane, this theme fits these two short stories, The Tell Tale Heart and The Raven, perfectly in many ways. The narrator in both stories is very lonely and he ends up being mentally insane in both. One killing an old man just because of one of his eye and the other having a conversation with a bird about his passed loved one.