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23 Cards in this Set

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Job Evaluation
The Process of systematically determining the relative worth of jobs to create a job structure for the org.
Job Evaluation is based on
a combination of job content, skills required, value to the org., organizational culture, and the external market.
Relative value
The relative contribution of jobs to org. goals, to their external market rates, or to some other agreed-upon rates.
Content
refers to what work is performed and how it gets done.
Hay job evaluation system
The plan most widely used by large corps.
Benchmark Jobs
a job that has its contents well known and relatively stable over time, the job is common across # of different employers, and a reasonable proportion of the work force is employed in this job.
Market Pricing
matching your jobs to external pay structures.
Ranking
Orders job descriptions from highest to lowest based on a global definition of relative value.
Simple and fast
Alternation ranking
orders job description alternately at each extreme. 10/1 then 9/2 then 8/3
Paired comparison
uses a matrix to compare all possible pairs of jobs.
Classification Method
A series of classes covers the range of jobs
General Schedule
A 15 class definition used by the US government.
Point Method
Has 3 common characteristics.
1.Compensable factors
2. Factor degrees numerically scaled.
3. Weights reflecting the relative importance of each factor.
Determined by the total points assigned to it.
Most Common
compensable factors
Based on the strategic direction of the business and how the work contributes to these objectives and strategy.
factor weight
The reflection of the overall importance to the org.
Steps in a point plan
1. conduct job analysis
2. Determine compensable factors
3. Scale the factors
4. Weight the factors according to importance.
5. Communicate the plan and train users;prepare manual
6. Apply to non-benchmark jobs.
compensable factors
are those characteristics in the work that the org. values, that help it pursue its strategy and its objectives.
3 Hay Factors
1. Know-how
2. Problem solving
3. Accountability
4. Working conditions (non-managerial work)
Know-How
the sum total of what a person must have the capability to do to be effective
Problem Solving
The requirement for and ability to use know-how effectively to develop solutions that improve effectiveness.
Accountability
the requirement for and ability to achieve desired results.
Factor Scales
Usually consist of 4-8 degrees.
Criterion Pay Structure
A pay structure they wish to duplicate with the point plan.