Week13

PART 1
With the completion on this lecture, a better understanding of what exactly is job
evaluation and the ways in which it can be carried out. Moreover various pay
structures used by the organization were discussed.
Job evaluation is an important part of job analysis; it basically refers to grading
jobs to different level after evaluating the importance of it in the organization.
Following are the main aims of Job Evaluation: Divide the workload in order to increase the level of satisfaction within an
employees
Decide the pay structure to ensure that an employee is not over paid or

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under paid
To motivate the employees
Defend the company from equality act
In order to maintain transparency
To grade the employee
Provide training and development
Moreover, it can be categorized as analytical and non-analytical.
AnalyticalAnalysing job after dividing it into various parts.
Further divided into factor comparison and print system.
Non- analytical method Is analysing a job as a whole (not in parts)
Further divided job ranking and job classification
The standard methods for conduction job evaluation are: Job Ranking: When the whole job is compared with other jobs
Job Classification: When the whole job is compared to a common standard
Factor Comparison: When the job component is compared to other jobs
Point System: When the job component is compared to common standard
The stages is point factor evaluation includes firstly breaking down the job into
elements or factors, followed by defining the degree within those factors and
assigning points to them. Then each job will be rated on each factor to determine
point value. Finally, job size is represented by the total score found by adding
separate factor scores. Nonetheless job evaluation is logical and structural, job
grade are useful for job moves on the other hand it is subjective of evaluation
and creates rigidity.

PART 2

After successfully evaluating the job the different pay levels are set depending
on the complexity of task and the responsibility. The competencies and
performance play an important role in deciding the pay of an individual

The pay structure is of numerous types, namely: Pay spine the progression in pay on an employee depend on the length of
time spent.
Job Family Structure the company can match the external market salaries
for that particular family but faces equal pay challenges and making it
difficult in moving staff across families. The graded structure is different for
each family. On the basis of activities carried out the job is allocated and the
progression is competency based
Broad Banded it is competency based having similar bands which are few in
number and far from each other, the maximum is 20-50% more than the
minimum and the employee progression is linked to performance. It is easy
to explain and administer but rigid for specialists.
Graded Structure there is a sequence of over lapping grades, more than 10
of equivalent size. Moreover it is performance based
Spot rate it is used by small or start-up companies and they have
negotiations instead of progression as the manager decides the pay