CIPD Pres2英文版(ppt 49页)

JobEvaluationOld,BoldoraStoryUntoldMarcusDowningHayGroupContent1.WhatisJobEvaluation?2.JobEvaluationProcessesandGuidelines3.JobEvaluationandPay4.SettingRewardStructuresUsingJobEvaluation5.JobEvaluationandSalaryManagement6.JobEvaluationBenefits7.JobEvaluationRisksandConsiderationsWhatisJobEvaluation?WhatisJobEvaluation?JobEvaluationisasystematicprocessforrankingorratingjobslogicallyandfairlybycomparingjobagainstjoboragainstapre-determinedscaletodeterminetherelativeimportanceofjobstoanorganisation.WhichistosaythatJobEvaluation……ISComparativeJudgementalStructuredJobCentredISNotAbsoluteScientificUnstructuredPersonFocusedPossibleApplicationsforJobEvaluationJOBEVALUATIONRewardOrganisationalAnalysisGradingCareerDevelopmentSuccessionPlanningIdentifying‘gaps’inthestructureUnderstandrelationshipsbetweenrolesLinktomarketdataUnderstandingpossiblecareerpathsUnderpintheframeworkDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodArsenalBoltonChelseaArsenalBoltonChelseaXXX333000TotalRank303612JobRankingChiefExecutiveHRManagerSecurityChiefExecutiveHRManagerSecurityXXX330003TotalRank032613JobRankingDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodTheUnderlyingPrincipleAccountabilityJobsexisttoachieveanendresultAccountabilityAccountabilityProblemSolvingTherefore,thejobholderrequiresalevelofknowledgeandexperiencecommensuratewiththescaleandcomplexityofthedeliverablesKnow-HowProblemSolvingToachievethisendresult,jobholdersmustaddressproblems,create,analyseandapplyjudgement132ElementsofSizingDepth&RangeofKnow-HowPlanning&OrganisingCommunicating&InfluencingFreedomtoActNatureofImpactAreaofImpact(Magnitude)ThinkingEnvironmentThinkingChallengePROBLEMSOLVINGKNOW-HOWACCOUNTABILITY++=TOTALSIZEDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodLEVEL151666645554553353212361515159121212912127711732160272727152121211621211212181243288424242223232322432321818251854512060606030454545344545252525660156396060604660607196496082406015.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&relationshipskills16.WorkingconditionsDifferentTypesofEvaluationMethodMethodofComparisonUsedMethodofAnalysisUsedByconsideringJobElementsPointMethodFactorComparisonMethodComparingJobAgainstSomeScaleComparingJobAgainstJobByconsideringtheEntireJobClassificationMethodRankingMethodHayisaModifiedFactorComparisonMethodJobClassificationSlotjobsintogradesbycomparingwholejobwithascaleintheformofahierarchyofgradedefinitionsTheProcessNumberandcharacteristicsofgradesaredefinedGradedefinitionstoincludefactorslikeskills,experience,accountabilityUsuallyonlyafewgrades(differentiationaproblemiftoomany)AXxxxxxxxBXxxxxxxxCXxxxxxxxDXxxxxxxxJobEvaluationProcessesandGuidelinesGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationGuidelinesinJobEvaluationJobsExistInAContextChangestoonejobaffectthosearoundthem–jobsareintimatelyrelatedtothosearoundthemJobFamilyEvaluationProcessReviewBusinessInformationEvaluationMethodJobInformationJudgementRecordofReasonsApplyConclusionsBusinessInputJobEvaluationandPayTheAll–TimeEnemyofJobEvaluation……..SomefactorsinfluencingpayPayProfitShareDept.PerformanceCompanyPerformanceLengthofserviceMarketPositioningIndividualPerformanceMarketComparisonInternalrelativityPay“heritage”JobsizeSettingRewardStructuresUsingJEJOBANALYSIS•JobDescriptionsJOBEVALUATION•Process•Methodology•ResultsREWARDSTRUCTURE•Number•Width•PositioningPAYSTRUCTURE•Policy•Practice•RangesPAYPROGRESSION•MarketPositioning•CorporatePerformance•IndividualPerformanceSettingUpRewardStructuresforBasePayJobFamiliesAjobfamilydescribesanumberofroleswhichareengagedinasimilarorrelatedkindofwork.Jobfamilymodellingisaprocessofworkanalysisanddefinitionwhichidentifiesthelevelswithinafamily,anddefinesaccountabilities,performancemeasuresandskillsforeachlevelofwork.Acompletedjobfamilyconsidershowmanylevelsofthattypeofworkthereareanddescribesthekeyfactorswhichdifferentiateonelevelfromthenext.UsingJobEvaluationtoSizeJobFamiliesEvaluationScoresJobFamilyG