Does job analysis and job evaluation benefit Customers First? After reading the case study “Internal Consistency at Customers First” at the end of Chapter 6 of your textbook,
write a short paper that adequately answers the following questions:
Do you think that job analysis and job evaluation will benefit Customers First? Why or why not?
What is your opinion of Joan’s view on job analysis and job evaluation?
What do you recommend the compensation professionals at Customers First do? Why?
Job Analysis and Job Evaluation are the two important functions of Human Resource Management to know the characteristics of a particular position. Both the tasks are performed by an expert, to provide pertinent information about the two. Job Analysis is a process which determines job requirements while Job Evaluation ascertains the value of a job in relation to other jobs.
Job Analysis is performed with an objective of obtaining relevant facts and details related to the job. On the flip side, Job Evaluation aims at systematically assessing the various job, in order to identify their respective worth in the organization. Evaluation of job is based on the job content and position as per their performance.
The term Job Analysis refers to a very deep examination conducted in an organized way, to collect information about a particular job. It is a process that aims at exploring information regarding the nature and major requirements of a specific job through observation, research and, study. The job analysis gives an answer to three major questions which are:
It determines the working conditions, tasks, responsibilities, duties, authorities, skills and abilities of the concerned job.
Job Description is the output of Job Analysis, which is in writing and helps in the preparation of Job Specification, to tally the employee specification with respect to the job. The techniques used in job analysis are Open-ended Questionnaire, Checklist, Interview of incumbents and supervisors, Surveys, Critical Incident, etc.
Job Evaluation is an objective and logical process, which determines the comparative usefulness of each and every job of the organization. The basic purpose of job evaluation is to find out an appropriate base for salary, to remove the disparities in the wage system and to implement a consistent and a justified wage differential in the organization.
There are certain pre-requisites of the job evaluation like:
Job evaluation may help in setting a uniform and rational wage structure in the industry, which will help in eliminating various shortcomings of the wage management and administration in the organization like deciding the wage rate on the basis of seniority and completely ignoring merit, an increment in the salary of the persons who does not justify it, inequitable wage payment due to discrimination e.g. caste, gender, color, etc.