1. Job analysis is systematic process of determining the skills, duties and knowledge required for perfoming jobs in organizations. Job evaluation is a systematic way of determining the value of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job evaluation needs to be differentiated from job analysis. Job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs. 2. Two purposes of implementing the job analysis are for compensation management and for performance analysis. The first purpose for job analysis is compensation management. It is to gather the information about workers so that they can give compensation based on some criteria such as skills, tasks and qualifications. Second, performance analysis is one of purpose of job analysis because to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individual’s output. 3. Job analysis and job evaluation are benefited to Alpha services because it is for determine whether their workers satisfy with their current task and compensation given. It is essential to get through about your worker current task with job analysis because it is one of the purposes of implement job analysis. When we talk about job evaluation, evaluation and reward are related one to another. So, by evaluate their performance, they can compensate their workers and reward justifically.
5. An internal pay structure can be defined by the number of levels of work, pay differentials between the levels and criteria or basis used to determine those levels and differentials. So, in the case of Alpha service, they need two focusing on two things, job and person based structured. The particular concern is the lowest paid are groups by female....
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