JOB EVALUATION

“Employee performance management - Job Evaluation”





“Employee performance management - Job Evaluation”

Employee Performance Management

Employee Performance Management is an aspect of management within the human resource management domain that includes directing human behavior in a collaborative and non-coercive manner. McSween, (1995) states that human resource management has become an integral part of the strategic management process in some of the most successful organizations. Some benefits of performance management are that the process: 

1. Enhances focus on results rather than behaviors and activities2. Is a tool for aligning processes and responsibilities to overall goals?3. Cultivates a system wide long-term view of the organization4. Could lead to meaningful measurement matrices

Job Evaluation

In an organization, the systematic way of shaping the worth of a task or job in reference to other jobs or task is Job evaluation. Assessment is to evaluate the worth of the job and the need for creating a logical pay structure by a systematic comparison between them. It is important to be able to differentiate and separate job analysis from job evaluation, as the earlier is to the gathering and eliciting job information. It is important to keep in mind that a basic job description is required in the job evaluation process, and method to elicit information that is relevant and connected to the job. This shows that job analysis in the starting point of job evaluation and concludes at the determining point where pay-equity between the jobs is achieved. The evaluation process tracks descriptive job information including job-identification data, a summary of job purpose, job duties, responsibilities and performance criteria.

Frequently used job responsibilities and corresponding performance standards can be stored in catalogs for retrieval into new or updated job descriptions. The development or adaptation of an evaluation method based on the values and characteristics of the organization will establish a systematic way to record information. In the process of evaluating job classes, must be taken into consideration, keeping into the mind that all the characteristics and requirements related to female employment are taken into consideration in order to evaluate them at a fair value. In pay equity, job evaluation should be done taking into account four key factors:

1. Qualifications2. Responsibilities

3. Effort required4. The conditions under which the work is done

Management Accountant

To be able to evaluate the job of management Accountant it is essential to know their role. The reporting relationship of Management accountants is dual, in addition to the roles they have in today's corporation. They are responsible for providing operational and financial ...