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21 Cards in this Set

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Define Job Analysis

The process of collecting information on which job descriptions are based

Define Job Description

A summary of the duties, responsibilities, and reporting relationships pertaining to a particular job

Define Job Specifications

The employee qualifications deemed necessary to successfully perform the duties for a given job

Four principal methods of job analysis

1. Observation


2. Interviews


3. Questionnaires


4. Functional Job Analysis

Common job families

Executives


Managers


Professionals


Technical Staff


Sales Staff


Production/Operations Workers


Trades


Support Staff

Pitfalls of Job Analysis

Risk of analyzing jobholder instead of the job


Job descriptions commonly contain gender bias


Use of technical jargon


Oversimplification


Dynamic jobs that change frequently must be revised

Job Evaluation Methods

1. Ranking


2. Classification or Grading


3. Factor Comparison


4. Statistical/Policy Capturing


5. Point Method

Define Ranking Method

The relative values of different jobs are determined by knowledgeable individuals

Define Paired Comparison Method

Every job is compared with every other job, providing a basis for a ranking of jobs

Define Classification/Grading Method

The use of generic grade descriptions for various classes of jobs to assign pay grades to specific jobs.

Define Factor Comparison Method

Assigns pay levels to jobs based on the extent to which they embody various job factors.

Define Statistical/Policy Capturing Method

Combines the use of statistical methods and job questionnaires to derive job values based on prevailing external or internal pay rates

Define the Point Method

Establishes job values by the application of points to each job, based on compensable factors

Three main purposes for conducting job evaluation

1. to control wage costs


2. to create equitable pay structure


3. to create perceptions of equitable pay among those covered by the system

Before setting up the job evaluation process, what are the five key questions that must be answered?

1. Who conducts the evaluations


2. How should the process be communicated


3. How should the job evaluation results be applied


4. What appeal/review mechanisms have been (or need to be) established


5. How should job evaluations be updated

Who conducts evaluations?

committees composed of compensation manager, sample of supervisors, sometimes rank-and-file

Describe how communicating the evaluation process is important

It fosters perceptions of equity when employees have an opportunity to understand the job evaluation process and its scope and parameters

Should employers reveal detailed results or simply present the outcome in terms of pay grade?

Depends on the nature of the organization as well as the purpose of the job evaluation

How to apply job evaluation results

Employees below range (green circled)


- moved up to at least minimum and moved past minimum as soon as possible




Employees above range (red circled)


- offer severance


- pay cut if voluntary acceptance (called mutual recession)


- Freeze wage until salary scales catch up (good during high inflation times)


- grant raises based on performance, not on base pay (still eligible for merit bonus, not merit raises)



What triggers need for updating job evaluations?

1. The job itself changes significantly


2. The strategy changes


3. Signs that current job evaluation system is inefficient


4. Legislation requires it

Define job-to-job method of comparing jobs for pay equity purposes

Establishes pay equity by comparing a female job class to a male class that is comparable in terms of job evaluation criteria