Benefits of Job Rotation
February 12, 2025
Increasing Use of Technology and Pervasive Influence of Smart HR Management 2019 is upon us and what does it mean for the HR (Human Resource) field? While predictions in the Age of Accelerated Technological Change are sometimes difficult and can go “way off the mark”, nonetheless, there are some general trends that would impact the […]
How Automation Leads to Transparency and Accountability in the Appraisal Process It would be an understatement to say that technology would be a game changer for all Human Resource Management (HRM) Processes. By automating the routine tasks and using data analytics as well as big data, HR Managers can ensure that the end to end […]
Many organizations in the contemporary scenario have realized the importance of work-life balance for the employees, so that they remain healthy and happy, which will directly reflect on their productivity at work and overall job satisfaction. Research has proven that by compelling the employees for achieving higher targets/production, may yield results in the short run […]
Don’t miss on the best co-branding opportunity and let your personal and employer brands marry in harmony. True, your employer brand is one thing and your personal brand is the other. But as a top level executive, your personal brand can either be a promoter or detractor of your employer brand. What talent perceives about […]
Content Aggregators and Subscription Services For those who manage knowledge management portals for their organization, business, or in personal capacities, they need to be aware of the different sources of knowledge acquisition and retention especially in the internet age when we are literally drowning in a sea of information. For instance, there is a difference […]
Job evaluation as evident from the word itself aims at evaluating the job and not the person. It is a process of evaluating and determining the value of the job for an organisation. The evaluation is always in relative and not absolute terms. The idea is evaluate a certain job against other jobs in the organisation so that a fair compensation system against various bands or levels can be established.
Organisations use various ways to evaluate jobs for arriving upon a compensation scheme. They vary with the size of the organisation and the kind of industry they operate in. Job ranking, pair comparison and benchmarking are the various ways of evaluation.
The simpler or the easiest to perform is the job ranking method. In this method the jobs are taken as a whole and ranked against each other. The jobs are ordered according to perceived seniority. Such method is easier to apply in a small organisation but gets complicated once used for large corporations.
The other method is the pair comparison method where jobs are compared in pairs. It is more structured approach to comparing jobs. Yet another method is benchmarking where certain jobs are slotted and then examined in detail. These are then used as benchmarks in evaluating various jobs.
In addition Point Factor Analysis is also used to evaluate various jobs. The method is an old and tested one. In this method jobs are broken down into various factors such as skills required, experience, education required. A set of questions is framed against each factor and the response determines the score. Each factor is allotted a certain weight.
With organisations changing continuously in every sphere of operations, be it the way they conduct their business, they way they hire and manage people, there is a huge change in the processes that drive this change. Job evaluation and its technique are not immune to it. The techniques are changing very fast. There are organisations still that stick to existing schemes of job evaluation. Evaluations based upon old existent standards are time consuming in many cases. Organisations do not want to spend time on writing new jobs and making evaluations afresh. Those that do this may need to rethink!
Your email address will not be published. Required fields are marked *