Given this proprietary status, no other service provider or organisation is permitted to license or provide consulting services in relation to the Peromnes® or T. Job Analysis and Job Design Job Analysis is a process of determining what a job entails — i. Finally, they establish external benchmark jobs that they use to compare to the job and its compensable characteristics to determine rate of pay. Jobs with similar point totals are placed in similar pay grades. D, lower- Interpretive decisions D, upper- Coordinating, interpretive decisions Grade D involves middle management's ability to optimize resources through decision-making about processes and procedures with planning programs or budgets one year ahead. The methods mostly consist of rankings in the form of paired rankings or job rankings across the entire organisation. Thus, the wage rate for the job of toolmaker will be Rs.
On the negative side, the point method is complex. There is an attempt to build into jobs a higher sense of challenge and achievement, through vertical job loading. It is expensive and time-consuming method. Demerits: The drawbacks of the method are: 1. The system has two distinct advantages. As we just explained, job analysis provides job-related data as well as the skills and knowledge required for the to perform the job. Secondly, advantage is derived from the fact that the weights selected are not entirely arbitrary but reflects existing wage and salary practice.
The Peromnes® methodology evaluates and scores jobs in terms of either six or eight factors. The concept of job evaluation describes a standardised approach to analyse and evaluate jobs within an organisation based on their formal work requirements. Obviously, we did not reinvent the principles of point factor systems or in general, but we have gone a long way to build a with an easy-to-use, yet feature-rich interface. Identify the factors common to all the identified jobs such as skill, effort, responsibility, etc. The Paterson grading system is an analytical method of job evaluation, used predominantly in South Africa.
Point Method A more complex job evaluation technique, the point method, requires evaluators to assign points to a number of compensation characteristics based on skill level, responsibility, effort required and working conditions. Later, it changed to 3 universal factors. A clear, easily understandable job grading framework avoids uncertainty and perceptions of unfairness and reduces the likelihood of equal pay claims. Key contact Should you require additional information on the Job Evaluation systems that Deloitte has to offer, please contact: Tracy Radloff Email: Mobile: +27 0 82 465 0068 She has hands on experience, over a period of 22 years in implementing and working with all three of these Job Evaluation methodologies; both within industry and as a consultant. Divide each major factor into a number of sub factors. These factor comparisons can be one with or without numerical scoring.
In this method, each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. Deloitte has also recently launched a similar computerised Paterson job evaluation system as an additional offering for clients who would like to use this methodology. It would not be equitable to measure one job according to one set of criteria and another by a totally different set. They then base compensation on ranking order with the highest ranked position earning the highest pay. Experience level- How much work experience is needed to perrform a jabo or the prior experience of the employee, whether he has worked in similar industry previously or some other.
The concept of sub-grading basically involves other factors other than pure decision making to grade a job. The four methods of job evaluation are now discussed one by one. The ranking system is extremely difficult to explain to the employees because there is no objective norm to guide the judgment of evaluators. In a sense, choosing compensable factors is the heart of job evaluation. This helps in bringing uniformity into salary structure. The short profile refers to the nature of the job e.
Once the key jobs are identified and also the common factors are chosen, the key jobs are, then, ranked in terms of the selected common factors. The grading process requires 5 broad skill levels to be established, thereafter each skill level is graded using four factors in accordance with guidelines and points values. Jobs within the organisation are arranged in an order either from the most difficult to the simplest or in the reversed order. The point system uses and is not linear. Jobs may change over time, but the rating scales established under the point method remain unaffected. A job evaluation involves the use of a systematic process to determine the importance, monetary worth and complexity of jobs in an organization relative to one another.