Essay Evaluation Method

Three Basic Job Evaluation Methods

Job Evaluation Methods

There are three basic methods of job evaluation: (1) ranking, (2) classification, (3) factor comparison. While many variations of these methods exist in practice, the three basic approaches are described here.

Ranking Method

Perhaps the simplest method of job evaluation is the ranking method. According to this method, jobs are arranged from highest to lowest, in order of their value or merit to the organization. Jobs also can be arranged according to the relative difficulty in performing them. The jobs are examined as a whole rather than on the basis of important factors in the job; and the job at the top of the list has the highest value and obviously the job at the bottom of the list will have the lowest...show more content...

Pay will be assigned in this method by comparing the weights of the factors required for each job, i.e., the present wages paid for key jobs may be divided among the factors weighed by importance (the most important factor, for instance, mental effort, receives the highest weight). In other words, wages are assigned to the job in comparison to its ranking on each job factor.

The steps involved in factor comparison method may be briefly stated thus:

Select key jobs (say 15 to 20), representing wage/salary levels across the organization. The selected jobs must represent as many departments as possible.

Find the factors in terms of which the jobs are evaluated (such as skill, mental effort, responsibility, physical effort, working conditions, etc.).

Rank the selected jobs under each factor (by each and every member of the job evaluation committee) independently.

Assign money value to each factor and determine the wage rates for each key job.

The wage rate for a job is apportioned along the identified factors.

All other jobs are compared with the list of key jobs and wage rates are determined.

An example of how the factor comparison method works is given below:

Table: Merits and Demerits of Factor Comparison Method

Merits

Demerits

Analytical and objective.

Reliable and valid as each job is Get

EVALUATION DATA RESEARCH

Qualitative research seeks to answer the "why" and not the "how" of the research project that is being conducted, this is done through a complex system of analyzing unstructured information such as survey's , questionnaires, interviews, interview transcripts, open end survey's, focus groups, observations, emails, notes, video's, feed back forms and photo's; most of the time a qualitative report won't depend on statistical evidence alone it must be accompanied by detailed facts and proven facts and not hypotheses or in accurate data, this can lead to misunderstanding of data findings and can through the whole aim of the research project off and waste valuable time.

A qualitative research project is mainly used...show more content...

According to (Bamberger, et, al, 2006) the purpose of the interview is to elicit information about and from the stakeholders experience, perceptions, and meanings, this is critical in a qualitative research project it helps to understand what is being asked of the stakeholder. Interview data also incorporates the stakeholders personal perspective, and gives confirmation of the data through direct observation, or from other stakeholders involved in the research project; by eliciting the input of observation data this helps to confirm to the researcher the intent of the stakeholder, it also shows their behavior, and their personal meaning. Documentary and artifactual data includes texts, photos, and other tangible items from the site that they are being collected from, analyzed and reviewed. By reviewing the documents artifacts and materials of a culture provides the researcher with an unobtrusive method of gaining information and may offer other forms of information that's unavailable from any other data source. According to (Bamberger, et, al, 2006) journals, artifacts, photo's and artwork may provide information of occurrences that have happened before the evaluators arrival. As in all research projects documents and artifacts include the perspective and the biases of their human creator, therefore each item must be considered

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Factors/Explanation of a Job Evaluation Scheme: A job evaluation scheme is "a method to determine the value of each job in relation to all jobs within the organization." A job evaluation process is useful because sometimes job titles can be misleading– either unclear or unspecific– and in large organizations it's impossible for those in HR to know each job in detail. The use of job evaluation techniques depends on individual circumstances. Job evaluation is often used when: establishing the relative value or size of jobs or roles, providing as objective as possible a basis for placing jobs or roles within a grade structure, making certain that consistent decisions will be made about grading jobs or roles, and certifying that...show more content...

Job descriptions should, however, enable jobs to be assessed according to a common standard, and the people responsible for the preparation of the job descriptions should be trained in the importance of ensuring that these do not omit aspects of women's jobs nor over–emphasize those job characteristics which are missing from jobs typically performed by women. Different job titles should reflect differences in the work being done. Job evaluation schemes can also take the form of analytical schemes. An analytical scheme in contrast to a non–analytical scheme has a completely different rationale. An analytical scheme breaks a job down into different components based on specific criteria. These criteria are awarded a points value based on a pre–determined weighted value. They are then placed in ranking ordering. This rationale is different than the non–analytical method because this method leaves little room for error. Analytical methods are the most effective of the job evaluation schemes because so much time and effort is put into first breaking down the jobs, and then deciding on a rating scale for each of the criteria. An example of an analytical scheme is the point method. The point method focuses on breaking the jobs down into specific

360-Evaluation Methods

Products / Services: The industry provides a service, such as consulting. This organization focuses on finances and are able to assist customer on re– establishing themselves financially. The customers would consist of individuals who are have a difficult time on achieving financial their goals, such as, purchasing a home or need assistance in enforcing their finances. Structure: The structure of the organization is lateral. The employees of the company input their ideas to strategize of how the organization will be profitable and be successful. The size of the organization consists of 10 people, though, it is still growing. Currently, the organization is one community, however, the objective is to grow and develop in other communities. This organization is a non–profit...show more content...

These are embodied in the employees and they are observed to ensure they input these values within their daily interaction with their co–workers, customers, or partners. One emphasis is to assure it becomes a habit and help the employees grow with improvement. Evaluation Methods The 360–evaluation method would be the most effective. The employees would take a self–assessment and compare the information that is provided from the manager. The employee and manager will discuss what needs improvement and what has been accomplished. Although, there is always room for improvement regarding the employee. The evaluation will occur every six months to ensure the employees are up–to–date on the standards of their positions and this will also determine if there are eligible for a raise or a bonus. Reward Systems To reward the employees, they would calculate who has most success in the organization, such as, who was acquired the highest customer service rating, and there will also be recognition for employee of the

Performance Evaluation Essay

There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards. In the scenario, I have three concerns about the evaluation that our manager is using. The first concern is the three items that they used to evaluate, friendliness, neatness and attitude, which are not in itself a dreadful start, but...show more content...

When using individual task outcome; you could be evaluated on such things as the quantity produced, the scrap generated in production, and the cost per unit. Evaluating behavior, you would look at how the employee is helping other coworkers, making suggestions for improve the work environment, and volunteering for additional duties. The behavior is the focus on interaction towards others and the organization. Evaluating traits are a little more trickery than the other two because it is farthest removed from the actual performance of the job. When looking at traits, you look to see if the person has a respectful attitude, do they show confidence in their job, are they dependable, and are they always busy, or do they possess a wealth of experience. These traits are routinely used as criteria for assessing an employee's level of performance. When using a method like the 360–degree to give a performance evaluation has a great advantage for everyone. It helps give the employees in an organization a sense of participating in the process of the person evaluation. By including coworkers, customers, and subordinates; it allows a more accurate reading on the employee's evaluation. Each of these people can give various views about the employee because each one is from different parts of the organization, or even an outside source review on the person can be very valuable. In our scenario, it could be good

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Process Evaluation

A process evaluation is a tool utilized to identify the key components of intervention that are effective and under what conditions. Additionally it also evaluates the extent to which a program is being implemented as planned. A process evaluation can be broken down into six steps which are depicted in the diagram below. In order to engage stake holders the process must begin at the evaluation cycle. Stakeholders in regards to our program include those who are directly involved with program operations. This includes the staff utilized to procure supplies and equipment, those involved in the delivery of supplies equipment, those who distribute educational materials, those that perform diabetic testing and those that interact with the target...show more content...

Credible evidence is very important in order to ensure stakeholder engagement and to strengthen the evaluation finding and recommendations. Credible evidence regarding our program will be gathered from key indicators. A key indicator is a specific, observable, and measurable component that supports the goal or premise of the program. Our key indicators include survey data, service utilization, observations of staff, interviewing the target population and solicitation of feedback. Specific milestones regarding these indicators are delineated in the program goals and