Determining Pay through Job Evaluation Analysis Essay Sample

Determining Pay through Job Evaluation Analysis Pages
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            The researcher interviewed the head of the human resources department of the company and the following are what she stated:

Type of Job Evaluation System Used at Our Place of Employment

The company employs the “Point Factor Analysis” as a system for job evaluation (N. White, Personal Communication, June 6, 2009). Although this manner of evaluating jobs is old, it is still the one being utilized in the company (N. White, Personal Communication, June 6, 2009). The following factors are taken into consideration in this particular type of job evaluation system:

1) Education

It is important that the applicant / employee is equipped with a Bachelor’s degree related with the job being applied for (N. White, Personal Communication, June 6, 2009). Advanced studies taken, i.e. Master’s Degree or Ph. D. would definitely be given plus points (N. White, Personal Communication, June 6, 2009).

2) Experience

A one- to two- year experience related to the job will provide plus points to the person applying for it / person in the position in question (N. White, Personal Communication, June 6, 2009).

3) Training

An applicant / employee who has attended seminar-workshops and trainings related with the job applied for will earn more points for it as well (N. White, Personal Communication, June 6, 2009).

4) Technical Knowledge

An applicant should also be equipped with technical knowhow directly related with the nature of the job (N. White, Personal Communication, June 6, 2009). This includes not only technical knowledge but “human relations skills” as well or the manner the individual handles adjusting with other individuals in the company (N. White, Personal Communication, June 6, 2009).

5) Addressing Problems

It is highly important that an individual can keep up with the problems related to his or her job (N. White, Personal Communication, June 6, 2009). He or she should be able to motivate the people around him especially his subordinates to “think” about the problem that emerged and to live up to the work-related challenges that may arise (N. White, Personal Communication, June 6, 2009).

6) Accountability

An individual who takes responsibility for what he or she did would be given additional points as well (N. White, Personal Communication, June 6, 2009). This guarantees that an individual who lived up to the challenge/s will always carry out the right move and that if any unwanted occurrence arises, he would be willing to take responsibility for it (N. White, Personal Communication, June 6, 2009).

Person Conducting the Evaluation

            The person in charge of carrying out the evaluation is the head of the human resources department (N. White, Personal Communication, June 6, 2009). The first four factors aforementioned are given more weight and the last two factors have less (N. White, Personal Communication, June 6, 2009). Twenty percent is given to education, experience, training, and technical knowledge while ten percent is given to addressing problems and accountability (N. White, Personal Communication, June 6, 2009). Based on the aforementioned, the pay scheme will also be determined (N. White, Personal Communication, June 6, 2009). The person who got the highest percentage will be assigned a higher pay and the ones who scored less will be paid less as well (N. White, Personal Communication, June 6, 2009).

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