BUS 434 Discussion 1 & 2 and Exercise Responses

Job Evaluation

Build a plan for evaluating the job description you created in Week Two. Share the plan in this discussion area.  Evaluate the plans of at least two peers, citing at least two scholarly sources including the course text.

Respond to Dana Conley

I chose to develop a job description for a Human Resources Director in week two. I selected the ranking method ordering to build my plan for evaluating my job description. According to Weathington & Weathington (2016), with the ranking method, “jobs are compared to each other and rank-ordered based on the overall worth or value of the job to the organization” (p. 99). Ranking positions within the HR Department and other departments in order of the necessary KSAO’s should be a manageable task. The KSAO’s will be ranked from one (1) to six (6) with one (1) being the highest level of and six (6) being not applicable. To rank the all the positions in the HR department in my current organization I will need to review the Chief Personnel Officer (CPO), Director, Manager, Generalist, and Assistant positions. The positions requiring the highest level of KSAO’s will have the lowest average total.

Position Title	Knowledge	Skillset	Abilities	Supervisory	Average Total
CPO	1	1	1	1	1
Director	1	2	2	2	1.75
Manager	2	3	3	3	2.75
Generalist	3	4	4	6	4.25
Assistant	5	5	5	6	5.25

 The lowest total average would warrant a higher pay scale due to the scope of the KSAO’s that would be required to obtain and hold that position within the company. According to Society for Human Resource Management (2016), “Job ranking places jobs in a hierarchy of their value to the company” (para. 9). The CPO position is at the top of the pay scale since this person would be responsible and thus accountable for the organization’s HR policies and practices. The HR Director reports to the CPO, the HR Manager(s) report to the Director, the HR Generalist(s) and Assistant(s) would report to the HR Manager of their respective site. Once I ranked the positions I would also want to conduct benefit and compensation research within like industries to ensure that the pay scales assigned to each position were comparable.

 

Reference

Society for Human Resource Management. (2016). Performing Job Evaluations. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/performingjobevaluations.aspx (Links to an external site.)Links to an external site.

Weathington, B.L, Weathington J. G. (2016). Compensation and Benefits: ALIGNING REWARDS WITH STRATEGY. San Diego: Bridgepoint Education, Inc.

Respond to Katise Aiken

The job I am interested in after obtaining my degree in Human Resources Manager. Every job description is based on certain factors and everyone should have an understanding of how and why a job has been classified. To evaluate a job description there must be a clear understanding of the job. “Job evaluation is a technician used to systematically recognize the difference in the relative worth among a set of jobs and to establish pay differentials accordingly” (Weathington & Weathington, 2016, ch.4.2). The main goal of a job evaluation is to ensure the pay structure is fair. To make sure the pay structure is fair, some factors are considered such as skill, responsibilities, and working conditions.

Here are the steps to creating a job evaluation plan:

· “Collect job information: Record information about the position in a job description template.

· Develop the method: Using an “off-the-shelf” point factor system as the basis for the plan is recommended for small organizations.

· Fine-tune the compensable factors: This is the heart of job evaluation. Not only do the compensable factors rank the job within the organization’s job hierarchy, but they also clearly outline what the company values and will pay for.

· Review the job analysis: Have each job description reviewed by a manager, and, if possible, a member of your talent management team, to rank each compensable factor.

· Develop a job hierarchy: By comparing and aligning jobs internally as part of the job evaluation process, you develop a job hierarchy” (Mars, 2015, para. 4).

Some advantages of a job evaluation are “to help the organization to grow efficiently and to help managers better prepare for and execute, their employee evaluations” (Root III, 2018, para. 1). Overall, a job evaluation helps to ensure an individual is assigned the appropriate compensation for a job.

Mars. Job evaluation: Tailoring compensable factors for your startup. 2015. Retrieved from:

https://www.marsdd.com/mars-library/job-evaluation-tailoring-compensable-factors-for-your-startup/ (Links to an external site.)Links to an external site.

Root III, G. 2018. Chron. The Advantages of Job Evaluation to an Organization. Retrieved from: http://smallbusiness.chron.com/advantages-job-evaluation-organization-437.html (Links to an external site.)Links to an external site.

Weathington, B. L. & Weathington, J. G. (2016).  Compensation and benefits: Aligning rewards with

strategy  [Electronic version]. Retrieved from https://ashford.content.edu