management
Abstract
Job evaluations are an important process in determining relative value and worth of jobs. We wanted to research the definition of Job Evaluations, and why it is so important to job design and compensation. We also looked into what has been found in the past few years in correlation to HR metrics. We assessed what some of the implications for management are today, looking into how management chooses a method of job evaluating and how they set benchmarks. We interviewed Dan Witherow of WoodGroup Inc. who gave us insight on what it is like to manage and operate a facility in the growing gas industry and how Job Evaluations have benefitted his company. Lastly, we looked into issues or changes that should be farther researched in Job Evaluating.
Employee perceptions and acceptance or support of the job evaluation program will ultimately determine its success or failure (El-Hajji, 2011). El- Hajji proposes the idea that a neutral committee should have full control and authority over job evaluations; however, in all situations an appeal must be heard, discussed, analyzed and then responded to, preferably through a joint management-union committee. So no one is left voiceless and in complete oppose with the procedure.
Among other notable advantages El- Hajji claims conducting job evaluation through a committee approach leads to more objectivity, better understanding, more accuracy, and greater acceptance from the different participating parties with respect to the results obtained. A job evaluation system will be deemed more trust worthy and reliable when conducted by a professional committee. With a more dependable method both parties will favor the processes. This is important because the way in which a job is evaluated is just as significant as the consequences of the evaluation. The people chosen for the committee should include both genders and those who have experience and understanding of the jobs being evaluated.
Job evaluations are an important process in determining relative value and worth of jobs. We wanted to research the definition of Job Evaluations, and why it is so important to job design and compensation. We also looked into what has been found in the past few years in correlation to HR metrics. We assessed what some of the implications for management are today, looking into how management chooses a method of job evaluating and how they set benchmarks. We interviewed Dan Witherow of WoodGroup Inc. who gave us insight on what it is like to manage and operate a facility in the growing gas industry and how Job Evaluations have benefitted his company. Lastly, we looked into issues or changes that should be farther researched in Job Evaluating.
Employee perceptions and acceptance or support of the job evaluation program will ultimately determine its success or failure (El-Hajji, 2011). El- Hajji proposes the idea that a neutral committee should have full control and authority over job evaluations; however, in all situations an appeal must be heard, discussed, analyzed and then responded to, preferably through a joint management-union committee. So no one is left voiceless and in complete oppose with the procedure.
Among other notable advantages El- Hajji claims conducting job evaluation through a committee approach leads to more objectivity, better understanding, more accuracy, and greater acceptance from the different participating parties with respect to the results obtained. A job evaluation system will be deemed more trust worthy and reliable when conducted by a professional committee. With a more dependable method both parties will favor the processes. This is important because the way in which a job is evaluated is just as significant as the consequences of the evaluation. The people chosen for the committee should include both genders and those who have experience and understanding of the jobs being evaluated.
References: Collis, Angela. (2012). "Performing Job Evaluations." Login. SHRM, 5 Dec. 2012. Web. 03 Apr. 2013. Retrieved from . El-Hajji, M. (2011). Job evaluation by committees: An analytical study. International Journal of Management, 28(3), 730-739. Retrieved from http://search.proquest.com/docview/880305926?accountid=26813 Dive, Brian. (2010, February 10). Scholarly Articles “Problems With Job Evaluations and Organization Design.” Retrieved from http://www.dmaconsultancy.com/downloads/articles/ProblemswithJObEvaluationOD.pdf Browning, Derek. (2011, September 7). The Lean Logistics Blog “What’s the problem with Benchmarking?” Retrieved from http://leanlogisticsblog.leancor.com/2011/09/07/whats-the-problem-with-benchmarking/ Ojimba, Erissa. (2004, November 4). “Salary Basics: Choosing a Benchmark.” Retrieved from http://www.salary.com/advice/layouthtmls/advl_display_Cat14_Ser65_Par142.html