【正文】 performance management. Competitive wage policies and practices. Influence employees’ work attitudes and behaviour. Attract talents. Retain talents. Motivate employees. Comply with regulations. Consistency in policy administration. The Strategic Compensation Model What is Job Evaluation? Job evaluation is a decision process of paring one job with another job with the aim of establishing the relative importance of jobs within the anization. Job evaluation will provide an internally logical ranking of all jobs which will form the basis of the pany’s salary structure Principles For Job Evaluation ? Evaluating the job, not the jobholder ? Evaluating the present job, not the future job ? Job is being carried out in a fully acceptable and petent manner ? Process of evaluation is based on given facts in the job descriptions. ? Evaluate the job based on the “primary responsibilities” and ignore the “special personaltoholder responsibilities.” Job Evaluation : 3 Main Methods ? Qualitative Method (an example is the Job Classification Method and the Job Comparison Method) ? Quantifying the Qualitative Method (an example is the Point Method) ? Quantitative Method (an example is the Guide Chart Profile Method) Job Classification Method adopted by Academic Institutions such as Universities ? Job Class A : Doctorate Degree with at least 10 years post doctoral experience plus relevant management experience (Faculty Head) ? Job Class B : Doctoral Degree with at least 5 to 10 years post doctoral experience (Full Professor) ? Job Class C : Doctoral Degree with less than 5 years post doctoral experience or Masters Degree with over 10 years post graduate experience (Associate Professor and Senior Lecturer) ? Job Class D : Masters Degree with 5 to 10 years post graduate experience (Lecturer) ? Job Class E : Masters Degree with 3 to 5 years experience (Assistant Lecturer) ? Job Class F : Masters Degree with less than 3 years experience (Teaching or Research Assistant) Job Evaluation: The Point Method Job Evaluation Process 1. Form a Job Evaluation Steering Committee 2. Draw up a workplan for the exercise 3. Decide on the benchmark jobs 4. Decide on the job factors for the evaluation 5. Determine number of degrees for each factor 6. Prepare job descriptions based on jobfactor format 7. Analyse each benchmark job in terms of factors and degrees 8. Decide on the weights of each factor 9. Determine the weighted score for each benchmark job 10. Slot in all other jobs into the job grades The Point Method Form the Job Evaluation (JE) Steering Committee a. The Steering Committee should be chaired by the CEO with functional Managers/ Heads as members. The HR Manager should be the Secretary of the JE Steering Committee. b. If an external consultant is employed to assist in the exercise, then he should be designated as the advisor to the Steering Committee. The HR Manager should then doubleup as the counterpart for internal skills transfer. Job Factor Score Sheet : Job 12 Factor A B C D E Education 20 40 60 80 100 Experience 30 60 90 120 150 Interpersonal Skills 10 20 30 40 50 Problems Encountered 30 60 90 120 150 Size of unit supervised 10 20 30 40 50 Decision Making 30 60 90 120 150 Work Environment 10 20 30 40 50