Introduction
Managers use job evaluation tools to measure how important different job levels are to the organization. The complexity and value of each job in an organization is determined by the application of these tools (Heathfield, 2010). According to Armstrong et al (2005) job evaluation is used to define the relative importance of different jobs in an organization.
This process helps managers develop strategies about the best payment structures and job grading systems to be adopted by an organization. To complete this paper, the human resources manager of a small company within my area was interviewed to obtain information about the job evaluation system applied by his company. The company analyzed was a manufacturing firm where there are many processes involved in the production of goods.
Types of job evaluation system
According to Armstrong et al (2005), there are two types of job evaluation system: analytical and non-analytical. By the use of analytical job evaluation system, managers use a pre-determined job evaluation system to determine the value and size of job. Different scores are defined to measure the achievement of each employee within the organization.
Jobs are ranked depending on the total scores obtained after evaluation. Managers use non-analytical job evaluation system by describing and comparing different jobs in an organization to determine the most important. Roles are matched to each job to establish the best grades for all jobs done in an organization (Armstrong et al 2005).
In my interview with the human resources manager of the company I sampled, analytical job evaluation system was identified to be used by the company to come up with different strategies. The company has created a well-defined job evaluation system whereby all jobs are evaluated and graded according to an existing system. The management has designed a profile of grades for each job to be attained by each employee in specific jobs.
There are different target goals to be achieved by each job and the importance of each job is reflected by the grades assigned to them. The success of the company is evaluated by determining the achievements of all grades set-up by the management. The management has developed a promotional strategy for its employees by using the job evaluation system. The achieved goals are evaluated against the set goals and grades to determine the importance of job as well as establishing background to promoting employees of the company.
Conducting the job evaluation
The top management of the company has assigned the human resources manager with the task of conducting jib evaluation within the organization. The company is small and has inadequate resources to employ a job analyst.
At the beginning of each financial year the human resources manager develops new strategies to evaluate each job. The employees are rated according to the achievement of the set goals and grades. The company has established a system of appraising the work of different employees by evaluating the value of their input to the entire system.
Conclusion
Job evaluation system is used to determine the relative importance of different jobs within an organization. In the interview conducted with the human resources manager of the sampled company, it was established that analytical job evaluation is applied and this has helped the organization identify the importance of different jobs within the organization. The human resources manager conducts job evaluation process.
References
Armstrong, M., Cummins, A., Hastings, S. and Wood, W. (2005). Job Evaluation: A Guide to Achieving Equal Pay. Kogan Page Publishers. ISBN 0749444819, 9780749444815.
Heathfield, Susan M. (2010). Conduct a job evaluation. Retrieved from https://support.office.com/en-us/