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23 Cards in this Set
- Front
- Back
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Job Evaluation
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The Process of systematically determining the relative worth of jobs to create a job structure for the org.
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Job Evaluation is based on
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a combination of job content, skills required, value to the org., organizational culture, and the external market.
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Relative value
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The relative contribution of jobs to org. goals, to their external market rates, or to some other agreed-upon rates.
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Content
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refers to what work is performed and how it gets done.
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Hay job evaluation system
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The plan most widely used by large corps.
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Benchmark Jobs
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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.
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Market Pricing
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matching your jobs to external pay structures.
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Ranking
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Orders job descriptions from highest to lowest based on a global definition of relative value.
Simple and fast |
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Alternation ranking
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orders job description alternately at each extreme. 10/1 then 9/2 then 8/3
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Paired comparison
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uses a matrix to compare all possible pairs of jobs.
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Classification Method
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A series of classes covers the range of jobs
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General Schedule
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A 15 class definition used by the US government.
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Point Method
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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 |
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compensable factors
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Based on the strategic direction of the business and how the work contributes to these objectives and strategy.
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factor weight
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The reflection of the overall importance to the org.
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Steps in a point plan
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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. |
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compensable factors
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are those characteristics in the work that the org. values, that help it pursue its strategy and its objectives.
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3 Hay Factors
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1. Know-how
2. Problem solving 3. Accountability 4. Working conditions (non-managerial work) |
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Know-How
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the sum total of what a person must have the capability to do to be effective
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Problem Solving
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The requirement for and ability to use know-how effectively to develop solutions that improve effectiveness.
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Accountability
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the requirement for and ability to achieve desired results.
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Factor Scales
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Usually consist of 4-8 degrees.
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Criterion Pay Structure
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A pay structure they wish to duplicate with the point plan.
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