JOB EVALUATION AND INTERNAL ALIGNMENT

Job Evaluation and Internal Alignment

Executive Summary

The paper analyzes the importance of job evaluation into practice. The evaluation systems should be thought of as analytical job, appropriate, comprehensive, transparent and non discriminatory (that is, they must meet the standard of equal pay for equal work). Job evaluation is separate from the assessment role.

At each step of job evaluation program it is important that the target audiences, namely employees, supervisors and supervisors, and the employer are well informed of any developments. In the job evaluation plan, individual's rank a job's duties and responsibilities relative to other jobs in an organization. It is important that a program of job evaluation is fair, it must be free of sexism, and that is to say, it must recognize the value of all the work done in the organization regardless of the kind of person performing the work.

One can say that both job evaluation and job analysis are important process for the human resource professionals for accurately assessing the substance of the specific position within the organization. It is a fact that the job evaluation needs to be completed after the completion of job evaluation. Where possible, the organization must encourage all parties to make their comments and respond to requests for information so that all concerned have the information needed to make a success of the job evaluation.

Table of Content

Executive Summary2

Introduction4

Literature Review4

Survey Analysis5

Discussion5

What Defines An Effective Job Evaluation?6

Different Approaches To Job Evaluation7

The Ranking Approach7

The Classification Approach8

The Point Approach8

Why There Are Different Approaches8

Work plan9

Job Evaluation Translate Internal Alignment Policies into Practice9

Equity Analysis10

Organizational Objectives And Strategies10

Communications Strategy10

Fair Practices11

Monitoring and Evaluation12

Motivation And General Practices By Organizations13

Paying For Talent and Responsibility14

Rethinking The Job Evaluation14

Conclusion14

References16

Job Evaluation and Internal Alignment

Introduction

Job evaluation is the systematic method for determining the worth of the job in relations towards other jobs in an organization. Job evaluation is needed to be differentiated from the job analysis, as the job analysis is the systematic way for gathering information regarding the job. Each and every method for job evaluation needs at least some major job analysis for providing the factual information regarding the job concerned (Erven, 2005).

Literature Review

The evaluation systems should be thought of as analytical job, appropriate, comprehensive, transparent and non discriminatory (that is, they must meet the standard of equal pay for equal work). Job evaluation is separate from the assessment role. It analyzes the role which is complex and difficult, and may rely heavily on opinion and interpretations..

Survey Analysis

The compensation surveys, initiated in recent years in Morocco, regardless of their quality, revealed disparities and inequity in compensation practices between companies and within the same company. It is undeniable that in Morocco, some companies are trying to develop a fair compensation internally and externally while eliminating forms of discrimination that may exist (Arthur, 1991).

The question arises that is it possible to correct this situation. Job evaluation is the answer since it allows to evaluate (while ignoring capacity or individual performance), what differentiates them jobs taking ...