Job Evaluation Case Study

1. How does job evaluation translate internal alignment policies (loosely coupled verses tight fighting) into practice What does (a) organization strategy and objectives, (b) flow of work, (c) fairness, and (d) motivating people’s behaviors toward organization objectives have to do with job evaluation?
a. This bases content on the jobs through skills required for the jobs and their duties and responsibilities associated with eh job. This directly aligns the job with contribution of skills, duties and responsibilities of each job to the organizations goals. This explains exactly what about the work adds value. Specifically, how this job adds to the organizations strategies and achieving its objectives.
b. Flow of work in 2 ways – links pay
Fairness – This process is easy to explain how it works to employees so it is transparent and therefor the employees feel it is fair.
d. Motivate/behavior towards organizational objectives – Helps to be able to explain what you do, how it is useful to the organizational values, how it supports organizational strategies and success. Linked to a network of rewards, like promotions, and the challenge of the work.

2. Why are there different approaches to job evaluation? Think of several employers in your area (the college, hospital, retailer, 7-eleven, etc.). What approach would you expect them to use? Why?
a. I would expect them to use the point method. I feel that with this method you can very close to market pricing, link pay with organizational goals and strategies. This would set clear lines on why you are paid what you are paid and what you need to do in order to move up. This is easy to explain to employees.

3. What are the advantages and disadvantages of using more than one job evaluation plan in any single organization?
a. If you are using different job evaluation methods employees may not see this as fair. It would be harder to explain the process to employees. The pay across the board might not make sense to the
Framingham State University can evaluate jobs with compensable factors such as used in the Hay plan. These skills are useful to the organization as a whole. Weather it be a teacher or administrative faculty. The Hay plan is a great starting point for the job evaluation. How well do the teachers know their subject, can they teach it to students so they can apply it to real world. If they run into problems in the class weather it be difficult student or curriculum for the students are they able to look at it a different way? Come at the problem differently to solve the issue? And can they be held accountable for the grades the students receive in their class? If feel like this is a good way to do the job evaluation for our school. The schools mission should be elected in our factors, you should always link comp with organizational