An employee in an organization may find themselves at different levels between the operational middle management and upper management levels. These different classifications will have varying responsibilities and requirements. Generally the higher you go, the more stress and responsibility is placed on the worker. The Equal Pay Act of 1963 applies to both men and women and prohibits using different wage scales for a men and women performing a job that is essentially the identical to what the opposite gender is being asked to do. When you are working in upper management echelon you need to have a set of skills and attributes that very few have; for this I believe there should be compensation based off of your qualifications and contributions
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The ranking system does not indicate any differences between jobs.
5. There are usually discrepancy on values.
II. The Classification of Job Grading Method
The method is carried out by first defining a number of grades for jobs. The various jobs available in the organization are slotted into the classes based on common factors found in jobs such as degree of responsibility, abilities or skills, knowledge, duties, volume of work, and experience needed. The classes are then ranked into an overall system through these grades the pay for each job is determined.
Advantages
1- One reason for its wide acceptance in the public sector and other organizations is that it is a flexible method which employees and managers alike can easily understand.
Disadvantages
1- Again, the job grading method relies heavily on job titles and duties with the assumption that jobs are similar from one organization to another.
2- With a large variety of jobs and generally written graded descriptions, some jobs may appear to fall into two or three different grades.
3- It involves subjective judgment to develop the grade description and determine which job falls under which grade
III. The Weighted Points …show more content…
4- It does not consider current pay for a job rather it evaluates the components of job and total points are determined before the current wage structure is considered.
Disadvantages
1- It involves much time to be drawn hence manuals and system developed by management consultants or other organizations are what many employees adopt.
2- Another demerit of the point method is that even though it does attempt to be objective, managers must still make subjective judgment to determine what degree and how many points should be allocated for each element.
IV. The Factor Comparison Method
The factor comparison method involves determining the key jobs in an organization, attaching weight to them, using them as bases for determining the relative importance of other jobs.
A key job is one generally seen by employees and managers as been a standard type of job, correctly priced, and representative of major factors in most jobs in the organization.
Advantages
1- The method is tied to one organization hence each organization must necessarily develop its own key jobs and its own
The ranking system does not indicate any differences between jobs.
5. There are usually discrepancy on values.
II. The Classification of Job Grading Method
The method is carried out by first defining a number of grades for jobs. The various jobs available in the organization are slotted into the classes based on common factors found in jobs such as degree of responsibility, abilities or skills, knowledge, duties, volume of work, and experience needed. The classes are then ranked into an overall system through these grades the pay for each job is determined.
Advantages
1- One reason for its wide acceptance in the public sector and other organizations is that it is a flexible method which employees and managers alike can easily understand.
Disadvantages
1- Again, the job grading method relies heavily on job titles and duties with the assumption that jobs are similar from one organization to another.
2- With a large variety of jobs and generally written graded descriptions, some jobs may appear to fall into two or three different grades.
3- It involves subjective judgment to develop the grade description and determine which job falls under which grade
III. The Weighted Points …show more content…
4- It does not consider current pay for a job rather it evaluates the components of job and total points are determined before the current wage structure is considered.
Disadvantages
1- It involves much time to be drawn hence manuals and system developed by management consultants or other organizations are what many employees adopt.
2- Another demerit of the point method is that even though it does attempt to be objective, managers must still make subjective judgment to determine what degree and how many points should be allocated for each element.
IV. The Factor Comparison Method
The factor comparison method involves determining the key jobs in an organization, attaching weight to them, using them as bases for determining the relative importance of other jobs.
A key job is one generally seen by employees and managers as been a standard type of job, correctly priced, and representative of major factors in most jobs in the organization.
Advantages
1- The method is tied to one organization hence each organization must necessarily develop its own key jobs and its own