Compensation
JOB ANALYSIS
STRUCTURED BASED ON JOBS, PEOPLE, OR BOTH
EXHIBIT 4.1 Many Ways To Create Internal Structure
Business-and-Work-Related
Internal Structure
Person Based Job Based Skills Competencies
PURPOSE
Collect, summarize work Job Analysis Content information Job Descriptions
Determine what Job Evaluation: To value classes or compensable factors
Asses relative value Factors degrees and Weighting
Translate into structure Job based structure
Exhibit 4.1 outlines the process for constructing a work-related internal structure. No matter the approach, the process begins by looking at people work. Job-based structures look at people are doing and the expected outcomes; skill and competency-based structures look at person. However, the underlying purpose of each phase of the process called out in the left-hand side of the exhibit.
JOB-BASED APPROACH: MOST COMMON
EXHIBIT 4.3 shows how job analysis and the resulting job description fit into the process of creating an internal structure. Job analysis provides the underlying information. It identifies the content of the job. This content serves as input for describing and valuing work.
Job analysis is the systematic process of collecting information that identifies similarities and differences in the work.
Exhibit 4.3 also list the major decisions in designing a job analysis: (1) why are we performing job analysis? (2) What information do we need? (3) How should we collect it? (4).Who should involve? (5) How useful are the result?
EXHIBIT 4.3 Internal Job analysis Job Description Job evaluation Job structure Work relation- the systematic summary reports that comparison of an ordering
Ships within process of identify, define, and jobs within an of job based
The organiza- collecting
STRUCTURED BASED ON JOBS, PEOPLE, OR BOTH
EXHIBIT 4.1 Many Ways To Create Internal Structure
Business-and-Work-Related
Internal Structure
Person Based Job Based Skills Competencies
PURPOSE
Collect, summarize work Job Analysis Content information Job Descriptions
Determine what Job Evaluation: To value classes or compensable factors
Asses relative value Factors degrees and Weighting
Translate into structure Job based structure
Exhibit 4.1 outlines the process for constructing a work-related internal structure. No matter the approach, the process begins by looking at people work. Job-based structures look at people are doing and the expected outcomes; skill and competency-based structures look at person. However, the underlying purpose of each phase of the process called out in the left-hand side of the exhibit.
JOB-BASED APPROACH: MOST COMMON
EXHIBIT 4.3 shows how job analysis and the resulting job description fit into the process of creating an internal structure. Job analysis provides the underlying information. It identifies the content of the job. This content serves as input for describing and valuing work.
Job analysis is the systematic process of collecting information that identifies similarities and differences in the work.
Exhibit 4.3 also list the major decisions in designing a job analysis: (1) why are we performing job analysis? (2) What information do we need? (3) How should we collect it? (4).Who should involve? (5) How useful are the result?
EXHIBIT 4.3 Internal Job analysis Job Description Job evaluation Job structure Work relation- the systematic summary reports that comparison of an ordering
Ships within process of identify, define, and jobs within an of job based
The organiza- collecting