Job Analysis & Job Evaluation

        Assignment Week 3

Compensation & Reward Management

Jyotika Jadhav

Herzing University

Job analysis is a process to identify and determine the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgement are made about data collected on a job (Martocchio. J., 2011). Some steps would take in accomplishing this task such as see whether a specific occupation assessment structure is sufficient satisfactory to contact a different set of employments. It is not speaking to suspect that a singular job assessment structure, considering single action plan of compensable variables can be used to asses particular outline of employments. Next step the individual should pick the occupation evaluation commission. The leading board of trustees will inspect the arrangements of duties and examination the jobs. The degree of the firm may warrant the use of more than single board. Selecting an understanding of agent will provoke diminish the bias of individual's job evaluation. And to get prepared or training of employee to fulfill job evaluations. Worker who have a valuation for the procedure will have an individual stake in picking valid results. After documentation of the job evaluation plan is done and for the worker that specify the job and business related decisions against the job evaluation. Next step is the communication process which is described to the employees. This steps will improve the understanding the process and provide employees the opportunity to react to the outcome of job evaluation method. Finally organization ought to make a requesting framework that will offer a check out for the structure. In short we can say that the process of job evaluation such as gaining acceptance from the evaluation, identifying the jobs that needs to be evaluated, analysis and preparing the job description, select the method of evaluating, classifying the jobs and review periodically. Job evaluation is important because it tries to assess the jobs and identification of the degree of complexity involved in the job. It’s also helps in relating the pay to the requirements of the job.

Job analysis is a fundamental HRM activity. This is a strategy where occupations are analyzed to choose their endeavors, commitments and obligations, their associations with various jobs that the conditions under which work is performed and the individual qualities required for satisfy performance. The major job analysis data collection strategies join observation, meeting, survey, fundamental incident reporting and competency profiling. The consequences of work examination are sets of desires and occupation particulars sets of duties give a made abstract out of the commitments and obligations of the position and job specifications focus on the individual characteristics and capacities that are required to adequately play out the occupation. Work arrangement perceives what work must be performed, how it will be performed, where it is to be performed and who will perform it (Susan. M. H., 2016).

Pay incentive programs are more suitable than pay for knowledge programs when the employees are more interested in the short term than the long term. When both pay for knowledge and incentive pay schemes are in operation, employees may not want to learn new skills when the pay increase is related to determining of a new science which is less than an incentive award employees could learn based on skill they already possess. Employee often place greater emphasis could earn based on skill they already possess. Employees often place greater emphasis on maximizing reward in the short rather than educating themselves to maximize the level of rewards in the short term rather than educating themselves to maximize the level of rewards over time, which can be facilitated through individual centered plans (Martocchio. J., 2011).

For example an assembly line worker chooses to concentrate on his or her employment because he or she receive monetary incentives for meeting weekly production goals set by management rather than taking skills training in inventory control for which he or she will earn additional pay upon successful completion of the training. In the short term this worker is making a comparatively large amount of money. Beside the fact that many employees are         less inclined to earn money through the pay for knowledge programs, there is a potential problem for employee in learning new skill.

“Based on my experience in the Army, I can say that linking pay with performance is essential. Army officers are not paid and promoted based on their performance - but based on the number of years they have served at least for the first 10 years of service. While this may appeal to marginal performers, it is a major turnoff to high-performers and leads to low morale. I'm witnessing this first-hand as all of my high-performing colleagues are pursuing careers in corporate America” (Sriyan. D. S.).