CIPD Pres2英文版(ppt 49页)

1、JobEvaluationOld,BoldoraStoryUntoldMarcusDowningHayGroupContent1.WhatisJobEvaluation?2.JobEvaluationProcessesandGuidelines3.JobEvaluationandPay4.SettingRewardStructuresUsingJobEvaluation5.JobEvaluationandSalaryManagement6.JobEvaluationBenefits7.JobEvaluationRisksandConsiderationsWhatisJobEvaluation?WhatisJobEvaluation?JobEvaluationisasystematicprocessforrankingorratingjobslogicallyandfairlybycomparingjobagainstjoboragainstapre-determinedscaletodeterminetherelativeimportanceofjobstoanorganisatio。

2、n.WhichistosaythatJobEvaluation……ISComparativeJudgementalStructuredJobCentredISNotAbsoluteScientificUnstructuredPersonFocusedPossibleApplicationsforJobEvaluationJOBEVALUATIONRewardOrganisationalAnalysisGradingCareerDevelopmentSuccessionPlanningIdentifying‘gaps’inthestructureUnderstandrelationshipsbetweenrolesLinktomarketdataUnderstandingpossiblecareerpathsUnderpintheframeworkDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorCom。

3、parisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodArsenalBoltonChelseaArsenalBoltonChelseaXXX333000TotalRank303612JobRankingChiefExecutiveHRManagerSecurityChiefExecutiveHRManagerSecurityXXX330003TotalRank032613JobRankingDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAg。

4、ainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodTheUnderlyingPrincipleAccountabilityJobsexisttoachieveanendresultAccountabilityAccountabilityProblemSolvingTherefore,thejobholderrequiresalevelofknowledgeandexperiencecommensuratewiththescaleandcomplexityofthedeliverablesKnow-HowProblemSolvingToachievethisendresult,jobholdersmustaddressproblems,create,analyseandapplyjudgement132ElementsofSizingDepth&RangeofKnow-HowPlanning&OrganisingCommunicatin。

5、g&InfluencingFreedomtoActNatureofImpactAreaofImpact(Magnitude)ThinkingEnvironmentThinkingChallengePROBLEMSOLVINGKNOW-HOWACCOUNTABILITY++=TOTALSIZEDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodLEVEL15166664555455335321236151515912121291212771173216027272715212121162121121。

6、2181243288424242223232322432321818251854512060606030454545344545252525660156396060604660607196496082406015.Emotionaleffort2.Knowledge,training&experience3.Analyticalskills4.Planningandorganisationskills5.Physicalskills6.Responsibility–Patient/clientcare7.Responsibility–Policyandservice8.Responsibility–Financialandphysical9.Responsibility–Staff/HRleadership,training10.Responsibility–Informationresources11.Responsibility–R&D12.Freedomtoact13.Physicaleffort14.Mentaleffort1.Communication&relationshi。

7、pskills16.WorkingconditionsDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodJobClassificationSlotjobsintogradesbycomparingwholejobwithascaleintheformofahierarchyofgradedefinitionsTheProcessNumberandcharacteristicsofgradesaredefinedGradedefinitionstoincludefactorslikeskill。

8、s,experience,accountabilityUsuallyonlyafewgrades(differentiationaproblemiftoomany)AXxxxxxxxBXxxxxxxxCXxxxxxxxDXxxxxxxxJobEvaluationProcessesandGuidelinesGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationJobsExistInAContextChangestoonejobaffectthosearoundthem–jobsareintimatelyrelatedtothosearoundthemJobFamilyEvaluationProcessReviewBusinessInformationEvaluationMethodJobInformationJudgementRecordof。

9、ReasonsApplyConclusionsBusinessInputJobEvaluationandPayTheAll–TimeEnemyofJobEvaluation……..SomefactorsinfluencingpayPayProfitShareDept.PerformanceCompanyPerformanceLengthofserviceMarketPositioningIndividualPerformanceMarketComparisonInternalrelativityPay“heritage”JobsizeSettingRewardStructuresUsingJEJOBANALYSIS•JobDescriptionsJOBEVALUATION•Process•Methodology•ResultsREWARDSTRUCTURE•Number•Width•PositioningPAYSTRUCTURE•Policy•Practice•RangesPAYPROGRESSION•MarketPositioning•CorporatePerformance•Ind。

10、ividualPerformanceSettingUpRewardStructuresforBasePayJobFamiliesAjobfamilydescribesanumberofroleswhichareengagedinasimilarorrelatedkindofwork.Jobfamilymodellingisaprocessofworkanalysisanddefinitionwhichidentifiesthelevelswithinafamily,anddefinesaccountabilities,performancemeasuresandskillsforeachlevelofwork.Acompletedjobfamilyconsidershowmanylevelsofthattypeofworkthereareanddescribesthekeyfactorswhichdifferentiateonelevelfromthenext.UsingJobEvaluationtoSizeJobFamiliesEvaluationScoresJobFamilyG。