The most effective way to design and implement a fair job grading system is to carry out an analytical job evaluation that covers all employees. Job Analysis can be done through different methods, including observation, interviews and questionnaires. grading of the job. 2. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Grading and Job Evaluation Background During the National Pay Framework exercise in 2006 all jobs underwent full HAY evaluation by a panel of HR, management and trade union representatives, in order to transfer staff onto a single pay spine and develop a grading structure. Assists with Employment Equity and Skills Development by classifying employees correctly according to occupational levels as required by the Employment Equity Act and Skills Development Act; Facilitates the career development/succession planning process in the organisation by mapping out the different levels in the organisation as per the job grading system) and clearly shows progression through these levels, Assists the organisation to get the most benefit from Employment Equity as an element of the BEE scorecard. This is also known as job analysis and its findings are what goes into a job description. Evaluating/Matching under Factor 2: Knowledge, Training & Experience. This is a grading system. 2006. Job Analysis. The basic objective is to measure the relative worth of a job in comparison to other jobs. Job classification. Ranking or Job-to-Job Comparison Method: This method is suitable for small organizations, though … Sub-grading – further dividing the “upper” and “lower” portions of the bands. Skills and competencies needed to perform the required functions. it clarifies the lines of reporting and levels of authority), Helps to determine fair remuneration structures. Job evaluation has been defined as a process of analysis and assessment of jobs to ascertain reliably the relative worth. The following question is to prove you are a human user, because we don't like spam! Job evaluation represents an effort to determine the relative value of every job in a plan and to determine what the fair wage for such a job should be. In-depth examination of a specific job. Using a standard job evaluation methodology, we can form a common language to describe career pathways, job requirements and performance expectations. Designed by Elegant Themes | Powered by WordPress. The Various Point Methods. You can use our job evaluation guidance to help you do this. SUMMARY OF CONTENT/MAJOR CHANGES: This handbook contains mandatory VA procedures on review requirements for position descriptions. 1.1 What is Job Evaluation? POSITION CLASSIFICATION, JOB GRADING, AND POSITION MANAGEMENT 1. The Ranking or Grading Method; ii. JOB EVALUT I ON PROCESS AND The usual process followed in this method is as under: 1. The factors that are determined for job evaluation can be taken into account while selecting the employees. Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Currently, there exists a correlation map, which is not acceptable to the KGOC nominated employees. Definition of Bethel and Others Job evaluation as a personnel term has both a specific and generic meaning. Due to the differences in the job evaluation methodology, grading structure and implementation of salary scales, there is a requirement of a grade correlation map between the 2 sets of jobs. 2.9 The process of job evaluation – analysing a job 48 2.10 Relationships between characteristics of the Hay Guide charts 50 2.11 Short profile 51 2.12 Comparison of profiles versus total score 53 2.13 The process of job evaluation – evaluating a job 55 2.14 Hay Xpert modules 62 2.15 The process of job evaluation – ranking of jobs 69 c o m. On the other hand Job design is allocation of tasks to an employee or group of employees in an organization. The classification of a position is decided by comparing the whole job with the appropriate job grading standard. In the job classification method, descriptions of each … This paper. Summary of the Employment Equity Act, Act 55 of 1998, Amendment - Employment Equity Regulations (part 1, 2 and 3), informing workers about Employment Equity, EEA1 – Employment Equity declaration by Employee, Code of Good Practice on Employment Equity Plans, Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices, Coordinate or supervise/ Continuum of skills/ sapiential authority, Complexity, variety, physical effort, preciseness, It shows seniority in an organisation and avoid misunderstanding in this regard (i.e. The key difference between job analysis and job design is that job analysis aims to put forward the description and specification for a job profile while job design carries out the further process of finalising the actual tasks and responsibilities the employee will be performing to actualise organisational goals. Job evaluation is a method for comparing different jobs to provide a basis for grading and pay structure. The Paterson System It therefore provides a basis for a fair and orderly grading structure. Job evaluation/grading is the classification of jobs according to a job grading system such as Paterson, Peromnes, Hay, Castellion or simply a semantic scale describing occupational levels (e.g. Learn to differentiate between job evaluation with a market data emphasis and job evaluation with a job content emphasis and discuss key considerations in data collection within the context of market-based job evaluations. Rating or job/Employees: Job evaluation is related with the rating of the job whereas merit rating is a systematic process or evaluation of the capacities and abilities of the man doing the job. Job levelling solves one of the most common challenges HR leaders face: the ability to compare the value of work and make decisions in a consistent and transparent way. See our User Agreement and Privacy Policy. Outlining the job. 2006. The resulting scores are weighted to reflect their relative importance to the organisation. NHS Job Evaluation Handbook 3. Download Full PDF Package. Jobs are compared to each other by looking at the number and complexity of decisions made by an employee. A job grading structure usually consists of: In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… Our job evaluation method (Korn Ferry Hay Guide Chart - Profile Method) is the most widely used and accepted in the world and has already enabled tens of thousands of organizations across all industry sectors to create effective job evaluation frameworks. SYST EM - A COMPARAT I V E ST UDY See our Privacy Policy and User Agreement for details. or. 1. What is job evaluation? To ensure equity in job grading and wage rates, a common set of job grading standards and instructions are used. The handbook covers areas such as mainstreaming job evaluation, resolving blocked matching and the evaluation of jobs. (b) Job evaluation approach Job evaluation involves an analytical approach, which breaks down each job into its component parts or factors and then scores each of these factors. The difference between job evaluation and performance appraisal are studied here: Difference # Job Evaluation: 1. Job evaluation system in Zimbabwe Paterson Paterson’s Grading system is used to evaluate aspects of jobs. Job design determines those job, tasks and responsibilities and employee (group) have to perform. s h a f i a d a m @ g m a i l . What is the answer: Is fire cold (yes/no)? 3. There are several internally focused job evaluation methods you could use, such as whole job slotting or job factors plan such as our JobLink methodology. Classification/Grading Method. Job evaluation as evident from the word itself aims at evaluating the job and not the person. Beyond Consulting specializes in the Patterson Job Grading system. Job analysis is vital to rank it in a hierarchy of jobs which is what job evaluation aims it. 2. Job evaluation system in Zimbabwe Paterson Paterson’s Grading system is used to evaluate aspects of jobs. the skills, knowledge, abilieits, tasks and responsibilities associated with a position. Job evaluation is the route to a fair grading structure. Now customize the name of a clipboard to store your clips. Job Design is a term that is closely related to Job Analysis and is often done for new positions in an organisation. A short summary of this paper. It also provides measures for settling questions of controversial grading. Job evaluation or job grading involves - describing a job in the smallest detail - grading that particular job in relation to other jobs within the same unit, branch, or industry - laying down wages accordingly There are a number of different job evaluation systems used in South Africa. The job grading system is summarized graphically in APPENDIX 1. Job Analysis and Job Design influences other important HR processes, such as the recruitment and selection of suitably qualified Human Resources, fair remuneration strategies and the grading of positions within an organisation. Create a free account to download. Adam Shafi Shaik PhD. More information pertaining to these concepts are presented in this document. Introduction. (b) Job evaluation approach Job evaluation involves an analytical approach, which breaks down each job into its component parts or factors and then scores each of these factors. 6. Job Design entails the identification /structuring of the work activities required for a position/positions in the organisation in order to achieve organisational goals. Job analysis is the process of gathering all information and data about a job so as to be able to successfully indulge in job description and its specification. Each JD focuses first and foremost on the requirements of the job, as well as listing any unusual and unavoidable working conditions which are inherent to the job. 10 steps to developing a successful job evaluation 1. How much pay differential between job levels is most common? The Factor Comparison Plan, or the Weighted-in Money Method; and . Please contact Melandi (melandi@beyondconsulting.co.za or 011 023 9451/2) for more information. Part II REMUNERATION 134 4. 1. Job Grading Method: Also known as Job-Classification Method. As in the ranking method, the job-grading method (or job-classification method) does not call for a detailed or quantitative analysis of job factors. ADVERTISEMENTS: 2. What is Job Evaluation – Job Evaluation Systems: Ranking or Grading Method, Weighted-in Money Method and Various Point Methods. It is, therefore, important that jobs are correctly evaluated or matched under this factor heading. Job evaluation is a systematic process for defining the relative worth or size of jobs or roles within an organisation in order to establish internal relativities and provide the basis for designing an equitable grade structure, grading jobs in the structure and managing relativities. For example, in a grade based system a 140 point and 142 point job would likely be in … Clipping is a handy way to collect important slides you want to go back to later. Job evaluation is a systematic and rational technique of determining the grading of jobs according to the duties and responsibilities associated with each job. You can use our job evaluation guidance to help you do this. Download with Google Download with Facebook. In the end, a number of points or a category is assigned to each job.This is called job evaluation.In the GCC, the main methodologies used are those of the big consultancies, led by Hay, Mercer (called IPE) and Towers Watson – but there are other methods and you could even design your own grading approach, based on criteria that are specific to your organisation. Job evaluation as evident from the word itself aims at evaluating the job and not the person. Job evaluation is a systematic and objective process used by organizations to compare the jobs within the organization to determine the relative value or worth of each job. Overall, we see an average differential of about 25% between job levels. Job Analysis is a process of determining what a job entails – i.e. 2. 6. Job Evaluation is the process of determining, as systematically and objectively as possible, the worth of one job relative to another without regard for personalities or existing structures. grading of the job. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. Does not consider market compensation rates. This involves using our job family framework (and supporting role profiles) to make an objective assessment of the relative value/level of roles, The system was developed by TT Patterson in the early 1950’s; Patterson’s aim was to find a method that is quick to implement and easy to update; Patterson job grading is implemented in many countries across the world and is extensively used in South Africa; and. Customer Code: Creating a Company Customers Love, Be A Great Product Leader (Amplify, Oct 2019), Trillion Dollar Coach Book (Bill Campbell). The evaluation is always in relative and not absolute terms. Several methods such as job ranking, job grading, and factor comparison are also employed in job evaluation. Job evaluation is the route to a fair grading structure. It is important for any organisation to clearly identify the type of work that has to be done as well as the manner in which it has to be done. Job Analysis are often done for positions that currently exist within an organisation. Some benefits of a well developed job grading system are listed below. This internationally recognized system is not only easy to understand; but also quick to implement and update. The difference between the two methods is that while a scale is developed for jobs in the case of the classification method, a scale for each compensable factor is developed in the points assessment method. The total job scores are used to create a job hierarchy by using either the original points (Job Ranking) or a translation into a grade structure (Job Grading). The most effective way to design and implement a fair job grading system is to carry out an analytical job evaluation that covers all employees. If you continue browsing the site, you agree to the use of cookies on this website. Job evaluation does not determine actual pay. Under this method, jobs are … A full grading structure can then be developed that recognises the various levels of skill that jobs require. Key Differences Between Job Analysis and Job Evaluation. 1. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. Job specifications and job evaluation manual would, however, be instrumental to make rating systematic and easier. ... Methods of Job Evaluation – Ranking, Grading, Factor and Point Rating Method. The Job Grading process provides you with a basis for decision-making and a structure in different HR areas, including compensation management, personnel development, Job evaluation: understanding the grading and remuneration strategies of architectural firms in Cape Town. Under this common job grading system, jobs with sufficiently similar levels of work are placed in the same grade; jobs with significantly different levels of work are placed in different grades depending on the extent of the differences. Salary structures 134 4.1 Introduction 134 4.2 The set-up of a salary structure 137 4.3 Application of the salary structure 141 4.4 Parameters of a salary structure 146 4.5 More than one job evaluation method 150 4.6 Implementing a pay policy 152 4.7 Performance-related pay 162 4.8 Preconditions for a new salary structure 165 4.9 Towards a flexible salary structure 167 Job evaluation and grading- comparative analysis of different methods. Job grading allows the employer to empirically demonstrate his or her rationale for offering different levels of pay. Download with Google Download with Facebook. In order to do job grading, an updated organogram and updated job descriptions/profiles are required for all relevant positions. Job evaluation or job grading involves - describing a job in the smallest detail - grading that particular job in relation to other jobs within the same unit, branch, or industry - laying down wages accordingly There are a number of different job evaluation systems used in South Africa. Job evaluation is a systematic process for defining the relative worth or size of jobs or roles within an organisation in order to establish internal relativities and provide the basis for designing an equitable grade structure, grading jobs in the structure and managing relativities. The total job scores are used to create a job hierarchy by using either the original points (Job Ranking) or a translation into a grade structure (Job Grading). 3. 6. By Distinction Between Job Analysis And Job Evaluation (Comparison Chart) Basis. We measure jobs by size AND shape. It is a process of evaluating and determining the value of the job for an organisation. We measure jobs by size AND shape. You can change your ad preferences anytime. 2. The HAY system operates by providing a number of “job units” - the score- for the job, which is then matched against the grading structure to determine the grade. The resulting scores are weighted to reflect their relative importance to the organisation. Hence, it is possible to build a pay range for the specific point rather than using grades. The evaluation is always in relative and not absolute terms. The job descriptions can be tailored to the needs of the client as there are different approaches to writing job descriptions. 1.1 What is Job Evaluation? top management, senior management, mid management, junior management etc). & Job Evaluation Human Resources are facing complex systems, fast evolving environments, difficulties in managing the recruitment process and demographic changes. Job Evaluation. May work well for smaller companies. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. Job descriptions typically include the following information: Beyond Consulting can also assist you with the development and updating of job descriptions. About Job Descriptions and the Job Evaluation process A job description (JD) is a written statement of facts describing the purpose, scope, context and responsibilities of a job. Continuum of skills/sapiential authority; Broad banding – ranking the jobs from A to F; Sub-banding – identifying “upper” and “lower” portions of the bands; and. It is a process of evaluating and determining the value of the job for an organisation. It evaluates the job and not the job holder. What is job evaluation? With this approach, generic job characteristics are grouped to reflect levels of skill/responsibility at a number of predetermined grade classifications, says Neelman. 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