Friday 6 September 2013

Creating A Job Evaluation Scheme And Harnessing Organisational Advantages

A competent enterprise is one where all aspects are properly defined; there are no confusions to the requirements and value of work every member of the organisation should produce to achieve the operation’s objectives and culture. 

One of the most effective methods of ensuring that these work objectives are properly identified and met is a job evaluation scheme which never fails to lead to better management of the operations. A good scheme must be able to assess jobs and not the people tasked to carry them out, have relative evaluation of the job through solid information derived from thorough job analysis, have a certain level of subjectivity, and must be carried out by groups (members of the company with different work orientations) and not just by an individual.

The purpose of this scheme is to evaluate a rational pay structure which would serve as a good basis for salary scales. Likewise, it also strives to balanceinternal equity and external competitiveness – this means paying different jobs differently depending on what the job requires (internal equity) and paying high-performing workers depending on the market trend (external competitiveness). It ranks jobs in a hierarchical manner to define job and payment structures so every individual understands his role in the total scheme of thingswithin the company.

With all these components considered, a company would have to begin the process of actually creating the scheme. The first thing the companymust do is present the idea to all the members of the organisation and gain their acceptance of the program. Once acceptance is gained, the company would have to createa dynamic evaluations committee that would find jobs to be evaluated, analyse and prepare job descriptions, select various methods of evaluation, classify jobs, and finally present the scheme and implement it.

Once the scheme has been properly implemented, an organisation will instantly benefit from the solid framework it creates. There will be fewer questions to answer with regards to the actual value of work employees put out or the pay they can expect to receive. At the same time,salary benchmarking will become easier for those who wish to get further up the organisation hierarchy, and the scheme also allows the organisation to study potential operational growth.

It’s quite a demanding and stringent process, but all the efforts directed at completing the process create important advantages for all companies. Seamless operations are more productive and cost-efficient, and most importantly, they can guarantee employee engagement and satisfaction.

Do you have have any questions or suggestions? Fill free to write in comment section.
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