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Running head: JOB ANALYSIS 1

JOB ANALYSIS 2

Job evaluation is an objective and systematic process that organizations uses to compare and determine worth or relative values of each job within the organization. The job evaluation method I would use is the point rating job evaluation. This method would help me to break down the task based on different identifiable factors such as knowledge, skills, training, responsibility, hazards among other factors. I would allocate points after that to each of these factors. I would then give weights to these factors by their relevance to performing the job. I would then sum up the points that I allocated to various factors of the job. I would compare the total points of the claim supervisor job with other jobs in Epic Health Solutions and place them in similar pay grades. The total points give the index of worth or relative significance of jobs that are rated. Job evaluation follows a certain procedure. First, I would identify the job I will evaluate to make sure that all levels of professional responsibility are covered by the chosen method. I would then decide which factors I would use to assess the job. These factors must be generalized to make the process simpler. I would then define these factors clearly. The next step would be determining the relative degree of the factors and assign point values to different degrees based on some arithmetic progression. The last step would be assigning a money value to these points (Munson, 2010).

When determining what the organization will pay employees for wages and salaries, it is crucial to comprehend the economic conditions of their region, the legislative requirements put in place and volume of potential employees. The first thing I would consider when determining what to pay is the placement of the role that can be determined by job evaluation or classification organizationally. The second thing to consider is relevant experience and skill the candidate or applicant possess that may impact this placement in salary range upon hire. It is essential to make sure a fair approach is taken and is guided by compensation philosophy and utilized consistently (Bohlander, 2013).

I would recommend $80000 as the salary and benefits for the claims supervisor on an annual basis. This sum factors all the experience and qualifications plus the benefits accrued to that position of the claims supervisor. I would also recommend bonus and incentives packages for the position of the claims supervisor. The programs for bonus and incentives motivates the employee towards achieving desired business outcome hence making them be self-driven and work hard resulting in the success of the organization (Munson, 2010).

The claims supervisor job is eligible to join a union. The job position has greater access to benefits. Most trade and labor unions demand their members be provided with medical facilities and other significant benefits. The job position is also entitled to better wages. The labor unions would enable the claims supervisor to negotiate for the addition of wages. Some other employees in labor unions would also make the claims supervisor interested and eligible to join a labor union. Labor unions would enable the employees to negotiate for health benefits, better working conditions and payments. Job security is another factor. Enrolling in a labor union would make the claims supervisor have job security because the employer has not the mandate of terminating the employee based on some discrimination issues such as religion, race, and age among other issues (Rob, 2012).

References Bohlander, G. (2013). Human Resource Management. New York: Springer. Munson, J. C. (2010). Job evaluation and analysis. New York: Mc-Graw Hills. Rob, P. (2012). Job evaluation. New York: Pearson.