Benefits of Job Rotation
February 12, 2025
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Designing and Building a Total Rewards Management System The previous articles in this module discussed how rewards systems are developed in organizations and the various aspects that go into making the rewards system viable. The discussion so far was on the components and factors affecting the rewards system. It is now the turn to discuss […]
What Are Employment Contracts ? Employment contracts are covenants between the employer and the employee which provide the basis and the terms and conditions for the employment relationship. Employment Contracts usually state how much salary would be paid, what the perks are, the nature of the employment relation, the basis for firing when the employee […]
Headquartered in Lincolnshire, Illinois in United States, Hewitt Associates was a global management consulting and HR outsourcing firm. Established in 1940, the firm delivered a wide range of HR and management services to the companies across the world to in managing their Human resource operations, policies and procedures, enhancing the level of employee engagement and […]
What is the Social Mirror and why does it Matter? In HRM (Human Resource Management) theory, there is a term called Social Mirror which is used in the context of how an individual’s upbringing, immediate environmental forces, peer influences, and societal perceptions play a major role in determining his or her career progression and success […]
Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job. An important aspect of job analysis is that the analysis is conducted of the job, and not of the person. The process of job analysis results in two sets of data:
Job evaluation, on the other hand, specifies the relative value or worth of each job in an organization.
An organization undertakes the task of job analysis and evaluation for one or many of the following purposes:
An organization can appoint internal HR Specialists or take service of an HR Consulting Firm to carry out the project of job analysis and evaluation with the aim of meeting the pre-determined purposes as mentioned above. However, external HR Consultants are beneficial for their expertise and independent views.
The systematic process of job analysis and evaluation followed by the firm includes:
The various methods by which an HR Consultant can obtain the information for job description and job specification are:
Job evaluation is done by any of the following methods:
The outputs of job analysis and evaluation are then aligned to the purpose of the project. This requires the HR Consultants to interpret the changes required in the existing job/pay and suggesting the improvements, as required. HR Consultants also advice on smooth incorporation of these changes to enhance efficiency and effectiveness of the organization.
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