The anchors that are developed are drawn from actual experiences of employees who perform the job. Answer: Advantages of job classification It is much simpler compared to other methods of job evaluation like the ranking method. All of the following are advantages of the ranking method of job evaluation EXCEPT _____. It has been designed to prevent supervisors from clustering their employees at the high end of the scale.…, 1.0 Performance management system Herzberg argued that organizations should motivate employees by using democratic techniques in the management and by enhancing the nature and content of the real job by using of suggested methods. Name It is also an evaluative and developmental method. An organization has a process from which they gain new employees.…, People are motivated in different ways, because people are different and are motivated by different factors. 1. Thomas E. Hitten has originated factor comparison method of job evaluation. This method entails comparing pairs of employees and deciding which employee of the pair is performing better according to a certain performance criterion. Advantages: Disadvantages: Simple. i. 2. 4. Disadvantage for using this method is time consuming with large number of employees; another disadvantage is that employees are often compared to each other only on an overall performance. The classification method advantages are similar to the ranking method by being simple to implement and processing for the internal management team to access accordingly (Williams, 2002). The Graphic Rating Scale is a range of different numerical and descriptive factors that are used to assess an employee’s performance. It is for the purpose of fixing a base-wage for a job. The methods used to select employees may be specific to the job of interest or may be broad. One of the major disadvantages in applying this method that employees are often compared to each other only on an overall performance rather than on specific job criteria. To reinforce its importance to the business, and to continue encouraging a performance-focused culture, the performance & development will impact on a number of other key aspects of people management, e.g. Advantages of Job Evaluation #1. It is useful as a first and basic step of job evaluation. Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method. When the evaluator writes essays describing the strong and weak aspects of the employee’s work conduct, it could be an open-ended essay and considered subjective. Motivation There is no best method since each one of them has advantages and disadvantages. Various types of jobs are performed by employees in an organization. The main goal of the recruitment and selection is about finding the best recruitment sources, hiring the best talents from the job market and keeping the organization competitive on the job market.…, Motivation has control over individual’s choice of behavior in an organization. 3. Difficult to administer as the number of jobs increases. They are: i. Does not consider market compensation rates. The employee and team performance within the organization need to be aligned with the company strategic goals for it to be effective. The competency based and performance objective methods will achieve a balanced overall assessment. 5. Jobs can also be arranged according to the relative difficulty in performing them. 4. It is easily acceptable to all the employees irrespective of their experience. Job enrichment – For the workers to get a higher sense of achievement, the employer should allocate a set of challenging, complex and exciting tasks that surround a given work unit.…, With the individual ranking method, only one employee is assumed to be the best. The ranking method of job evaluation is generally used in small firms where all jobs are well -known. The computer-assisted job evaluation method is worthwhile as it helps to ensure greater consistency. While many variations of these methods exist in practice, the three basic approaches are described here. This influences how they adapt at different levels within the pay structure. However, the major obstacle with this approach is the fact that the essays might be too lengthy, and its content might differ from one manager to another according to the writing skills of each manager, which would adversely affect the performance appraisal process. In fact, supervisors prefer Paired Comparison to Alternative Method or Forced Distribution because they compare two employees at a time rather than all employees to one another. Employee’s Motivational Theories In this article, we give an overview of 29 different methods of performance appraisal, where are they applicable, the advantages and disadvantages. My boss should view pay as more important than he/she does because pay has an impact on employees’ motivation, perception of fairness and job satisfaction. Setting up a course of action that displays how to accomplish these objectives, to be implemented by employees. The intrinsic rewards are those related to the work and the satisfaction the employees receives from doing something that they like doing (Phillips &Gully, 2014).…, 1.) Job evaluation has a certain advantages over other techniques of pay fixation. Here are some of them including their advantages and disadvantages. Depending on the evaluator writing skills, it could be arduous to compare between different appraisals, hence some employees might not get the appraisal they deserve. The steps used in developing BARS are: Several advantages are cited when using the BARS method. Companies use different approaches to job evaluation and creating job structures largely because every company is different and has its own needs. In addition, this method is occasionally unfair and results in frustration among employees. 6-7. Advantages of Job Evaluation. In addition, sometimes a certain rating item might be omitted which might be of relevance to job performance, thus an inaccurate rating scale is ensued. Ranking Method is the simplest form of job evaluation method.The method involves ranking each job relative to all other jobs, usually based on some overall factor like ‘job difficulty’. The advantages of the individual ranking method are it is easy to understand and use, it is easy to compare job performance, and it saves money and time. The theory provides that lowest unmet needs have greater effects, when lower needs are satisfied the next higher needs become greater motivators.…, Notable compulsory benefits comprise of Medicaid,basic Medicare,Social Security retirement,Public Assistance,Social Security disability,unemployment insurance,Supplemental Security income and compensation for workers . Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors. Another impediment related to this approach is the fact that this process is considered laborious, tedious and time consuming. This method is a comparative method of performance appraisal. Managing performance across an organization is critical to achieve success for employees, department heads and the organization. Job Evaluation Methods There are three basic methods of job evaluation: (1) ranking, (2) classification, (3) factor comparison. The job evaluation process defines a systematic and definite way of working for the workers as well as the management, which works as the backbone of the success of the company. The evaluator could deduce the importance of each question and estimate its weight; therefore, the evaluators judgement is affected and is no more objective. Comparative methods can be used to ease out differences between employees by providing direct comparisons. Job evaluation is the means of ranking all the jobs in an organisation and should be … Moreover, this method is well-appreciated in speeding up the process of job evaluation. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. Job Classification Method, 3. In a typical MBO scenario, an employee and manager sit down together at the start of an appraisal period and formulate a set of statements that represent specific job goals, targets, or deliverables (milestones that comprise a project or process).These should be as specific an… If the review period is one year, the supervisor can keep a file or calendar in which the extraordinary examples of subordinates’ performance are registered. It help to fit the newly created jobs in the existing structure. Pay should be considered more important to my manager as pay is a strong motivator of job performance and organizational commitment. 2. It has become a common practice in companies to combine two or even three methods into a company’s overall Performance Appraisal Program. The quality of the recruitment process is the main driver for the satisfaction of managers with the services provided by Human Resources. The job, As an employee, I would prefer to work under a person-based structure because there is an immediate correlation between my knowledge and training and my pay. The aim of factor comparison is to assign financial value to the relative parts of each job role. An employee's relative worth can be determined by the method of evaluation that is used. It is independent of operator or worker. 3. May work well for smaller companies. Ranking Method, 2. In this method, jobs are arranged from highest to lowest, in order of their value or merit to the organisation. • Uses job families/groups instead of individual jobs • May produce same results as Point Method, but is less costly It is fairly easy method to explain to employees. The advantages of the individual ranking method are it is easy to understand and use, it is easy to compare job performance, and it saves money and time. The use of limited number of factors (usually five) ensures less chances of overlapping and over-weighting of factors. 4. Questions: 6-6. Several steps are used to determine the BARS for each job, and these are formulated in coordination between the manager and the employee. Under a job-based structure, I would have to hope for a promotion in order to receive higher pay. The advantage of MBO is that it is a developmental method, it addresses specific problems and identifies plans of action. Within any organization, performance management can be taken to mean a continuous process through which an organization identifies, develop as well as measure the performance of individuals who are usually the employees’ according to the definition by (Outtz, & Society for Industrial and Organizational Psychology, 2010). 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