Characteristics of benchmark jobs include contents are well known and relatively stable over time, job is not unique to a particular employer and a reasonable proportion of the work force is employed in this job. People choose benchmarking to help ensure accuracy of decisions based on job evaluation. On page 145 of the textbook, it reads a representative sample of benchmark jobs will include the entire domain of work being evaluated such as administrative, manufacturing, technical, and other elements to capture the diversity of the work within the domain.
2. Why bother with job evaluation? Why not simply market-price? How can job evaluation link internal alignment and external market pressures?
In chapter five the textbook states the purpose …show more content…
Job evaluation can reduce disputes and grievances over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the role of chance, favoritism, and bias in setting pay. For example, sporting events we are more willing to accept the results if we accept the rules and believe they are applied fairly. Job evaluation began as a way to bring peace and order to a chaotic wage-implementing process between labor and management. The history of job evaluation is to bring fairness into the workplace and stay align with the justice approach. As ab added reassurance this is the correct action to take an appeals process will be included for employees who feel their jobs were unfairly evaluated. Employee acceptance of the job evaluation process is crucial if the organization. In order to assist the acceptance, communication to all employees whose jobs are part of the process used to build the structure is key. Communication expressed to each employee throughout the process is necessary. Staff need to be able to sit and talk with employees answering any questions they may have about this process in order to ease their stress. The human resource department should have walk-ins available for any employee to talk to an expert in the …show more content…
Therefore, the plans provide strong motivation for individuals to increase their skills. An example of this is my uncle works at Essroc. Essroc employees are part of the union. The employees in a union put in a bid for a job they have the correct skills, abilities, and knowledge for that specific job. It is extremely difficult to obtain a job at Essroc because you have to have an internal referral. Each employee has to be a jack of all trades to work at Essroc. My uncle worked swing shift and did hard manual labor of any job the employer selected. Then the company paid for my uncle to achieve an electrician certification to place him in stable hours and achieve a higher pay. The skill-based plans motivate employees at Essroc because they need to able to keep gaining more skills to higher their pay and get better jobs within the company. Danny an employee at Essroc works 12 hour shifts for seven days a week during shutdown of the plant then goes to the gym after work to be able to have the physical ability the jobs require. Motivation is strong because it’s a competitive atmosphere. The more skills that can be obtained will allow the employee to pick up more jobs to have job
2. Why bother with job evaluation? Why not simply market-price? How can job evaluation link internal alignment and external market pressures?
In chapter five the textbook states the purpose …show more content…
Job evaluation can reduce disputes and grievances over pay differences among jobs by establishing a workable, agreed-upon structure that reduces the role of chance, favoritism, and bias in setting pay. For example, sporting events we are more willing to accept the results if we accept the rules and believe they are applied fairly. Job evaluation began as a way to bring peace and order to a chaotic wage-implementing process between labor and management. The history of job evaluation is to bring fairness into the workplace and stay align with the justice approach. As ab added reassurance this is the correct action to take an appeals process will be included for employees who feel their jobs were unfairly evaluated. Employee acceptance of the job evaluation process is crucial if the organization. In order to assist the acceptance, communication to all employees whose jobs are part of the process used to build the structure is key. Communication expressed to each employee throughout the process is necessary. Staff need to be able to sit and talk with employees answering any questions they may have about this process in order to ease their stress. The human resource department should have walk-ins available for any employee to talk to an expert in the …show more content…
Therefore, the plans provide strong motivation for individuals to increase their skills. An example of this is my uncle works at Essroc. Essroc employees are part of the union. The employees in a union put in a bid for a job they have the correct skills, abilities, and knowledge for that specific job. It is extremely difficult to obtain a job at Essroc because you have to have an internal referral. Each employee has to be a jack of all trades to work at Essroc. My uncle worked swing shift and did hard manual labor of any job the employer selected. Then the company paid for my uncle to achieve an electrician certification to place him in stable hours and achieve a higher pay. The skill-based plans motivate employees at Essroc because they need to able to keep gaining more skills to higher their pay and get better jobs within the company. Danny an employee at Essroc works 12 hour shifts for seven days a week during shutdown of the plant then goes to the gym after work to be able to have the physical ability the jobs require. Motivation is strong because it’s a competitive atmosphere. The more skills that can be obtained will allow the employee to pick up more jobs to have job