G-4 & G-5
Cards (34)
- is a written document that provides an overview of the responsibilities, duties, qualifications, and expectations of a specific job position within an organization.
- Most important components of job description. It attracts potential applicants and provides them with an insight into the available position(s) they may apply for.
- Provides a concise summary of the role, level, and scope of responsibility, offering a general understanding of the position.
- What the company expects from its employees in terms of attitude and commitment level.
- Knowledge, Skills, and Expertise.
- Additional Qualifications beyond the minimum requirements can help assess a person’s potential to excel in the job.
- Salary or Wage
- a system in which jobs are grouped together based on similarities in terms of the work they Involve and the skills and knowledge needed to do them.
- In this job evaluation method, jobs are grouped based on certain characteristics. The level of skill required to carry out the job is one aspect. The second aspect is an employee's responsibility while carrying out that job. This job evaluation method is relatively straightforward and does not take as much time to carry out as others on this list.
- Works by ranking jobs according to their perceived value compared to other jobs. It does not take into account the jobs’ market value. This method works for smaller organizations.
- This job evaluation method uses specific factors about the job to determine how much value they add to a job role. These factors are divided into different sectors, such as skills, responsibilities, and required effort.
- This method is a combination of both ranking and point methods in the sense that it rates jobs by comparing them and makes analysis by breaking jobs into compensable factors. This system is usually used to evaluate white collar, professional and managerial positions.
- is the list of recommended qualities for a person to qualify for and succeed in a position.
- 2 MAIN COMPONENTS of JS
- These are the specific skills, qualifications, certifications, or educational background required to perform the tasks and responsibilities of the job. This may include academic qualifications, technical skills, relevant work experience, and any other prerequisites necessary for the role.
- This section outlines the specific duties, tasks, and responsibilities that the employee is expected to undertake in the role. It provides a detailed description of the scope of work, including any special projects, reporting relationships, and key performance
- it is a method used to figure out how important a job is compared to other jobs in a company. Tells how much the employees should be paid off depending on their job or position.
- Job Evaluation includes two approach
- Helps defend against equal pay claims because it's very detailed.
- Doesn't offer the same level of defense against equal pay claims because it's not as detailed.
- The individual job roles in an organization should have fair and just compensation for all employees working in the company.
- This helps to understand the requirements for the position, the skills required to undertake the daily activities, and the responsibilities
- 5 COMPONENTS OF CAREER DEVELOPMENT PLAN
- Keeping the employees engaged with their company is one of the major responsibilities of the HR team.
- Job evaluation enables HR to understand the proficiency required by the staff to undertake their daily tasks well, leading to effective hiring and retention.
- are defined as using facts, metrics, and data to guide strategic business decisions that align with your goals, objectives, and initiatives.
- It refers to adhering to legal regulations, industry standards, and internal policies when conducting job evaluations within an organization.
- The first step in a job evaluation process is to of the methods used by consulting with the management, the employee union and other stakeholders who are well-wishers of the company and the staff.
- enables faster evaluations since they can work as a team to complete the task within the provided time frame.
- refers to the process of systematically assessing the relative worth of different jobs within an organization based on various factors such as skills, responsibilities, experience, and complexity.
- defined as a group of different jobs of similar difficulty or requiring similar skills to perform them
- is a widely used technique for job evaluation, which is the process of comparing and ranking different jobs based on their relative worth and requirements
- can be used to compare different job roles within an organization or to compare benefits and compensation offered by other organizations.