MGT 468 - Chapter 5 Notes

MGT 468 - JSU - Chapter 5 Notes

job evaluation

the process of systematically determining the relative worth of jobs to create a job structure for the organization. The evaluation is based on a combination of job content, skills required, value to the organization, organizational culture, and the external market. This potential to blend organizational forces and external market forces is both a strength and a challenge of job evaluation.

job evaluation

The ___________ is based on a combination of job content, skills required, value to the organization, organizational culture, and the external market

job evaluations.

The potential to blend organizational forces and external market forces is both a strength and a challenge of _____________.

Job evaluation

__________ is a process for determining the relative value of jobs.

the relative value of jobs.

Job evaluation is a process for determining:

the purpose of a job evaluation

Collect, summarize work content information, determine what to value, asset relative value, translate into structure all describe what?

Collect, summarize work content information, determine what to value, asset relative value, translate into structure

What is the purpose of a job evaluation?

job content

Internal alignment based on ___________ orders jobs on the basis of the skills required for the jobs and the duties and responsibilities associated with the jobs.

job value

A structure based on ___________ orders jobs on the basis of the relative contribution of the skills, duties, and responsibilities of each job to the organization’s goals.

Ranking format, classification, point (factor) method

___________, ___________, and _____________ are the most common job evaluation methods

Point (factor) Method

Which type of job analysis does the following describe:
Compensable factors call out basis for comparisons. Compensable factors communicate what is valued; Disadvantages are they can become bureaucratic and rule-bound

Classification

Which type of job analysis does the following describe:
Can group a wide range of work together in one system; Disadvantages are descriptions may leave too much room for manipulation

Ranking

Which type of job analysis does the following describe:
Fast, simple, and easy to plan; Disadvantage is Cumbersome as number of jobs increases. Basis for comparisons is not called out

Alternation Ranking

Which type of ranking system is described below:
Orders job descriptions alternately at each extreme. Evaluators reach agreement on which jobs are the most and least valuable (i.e., which is a 10, which is a 1), then the next most and least valued (i.e., which is a 9, which is a 2), and so on, until all the jobs have been ordered.

Paired Comparison

Which type of ranking system is described below:
Uses a matrix to compare all possible pairs of jobs. The higher-ranked job is entered in the cell of the matrix. When all comparisons have been completed, the job most frequently judged “more valuable” becomes the highest-ranked job, and so on.

benchmark jobs

Also known as key jobs

Benchmark Jobs

The following characteristics describe what:
Its contents are well known and relatively stable over time.

The job is common across a number of different employers. It is not unique to a particular employer.

A reasonable proportion of the workforce is employed in this job.

Its contents are well known and relatively stable over time.

The job is common across a number of different employers. It is not unique to a particular employer.

A reasonable proportion of the workforce is employed in this job.

What are the characteristics a job must have in order for a job to be considered a benchmark job?