1. Many Ways to Create Internal Structure Business and Work-Related Internal Structure Person-based Skill Competencies Job-based Job analysis Job descriptions Job evaluation: classes or compensable factors Factor degrees and weighting Job-based structure PURPOSE Collect, summarize work information Determine what to value Assess value Translate into structure (Chapter 5) (Chapter 5) (Chapter 5) (Chapter 6) (Chapter 6) (Chapter 4)
2.
3.
4.
5. Comparison of Job Evaluation Methods Can become bureaucratic and rule-bound (is this a good thing or a bad thing?) Compensable factors define the basis for comparisons Each factor communicates what is valued to the organization Point Factor Descriptions may leave too much room for manipulation Can group a wide range of work together in one system Classification Cumbersome as number of jobs increase. Basis for comparisons is not defined Fast, simple, easy to explain (is it really easy to explain?) Ranking Disadvantage Advantage
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16. Overview of the Point System for ONE Particular Organization Degree of Factor
![Job Evaluation ,[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)