Job evaluation is the process of analyzing and evaluating the various jobs systematically to determine their relative value in an organization and the society. It seeks to ascertain the importance of every job in a business so that salary differential can be established according to the job group to which an individual belongs. Jobs are evaluated based on their content and are placed in the order of their importance to the organization. This involves a detailed examination of the organizational job hierarchy and the general organizational structure for fixing satisfactory wage differentials among various jobs. In job evaluation, jobs are rated and ranked depending on factors such as responsibility qualification, experience, working condition etc.
Application of job evaluation is universal that is to say that principle of job evaluation is relevant to all jobs and in all organizations. Mostly this technique is followed in a few companies and mainly on hourly-rated jobs. The aim of this thesis paper is to discuss a detailed analysis of job evaluation in an organization as stated e.g. the use of literature review.
Job Evaluation and Internal Alignment Policies Transformation Into Practice
Through job evaluation, various internal alignment policies are transformed into practice in the following ways. Job evaluation aids in making of international policy realignments in a variant number of ways through aiding in formation of policies that give equal pay according to the job evaluated in terms of the various factors under consideration. The factors in consideration include skills, competence, and productivity. A relation of a practical amount of pay paid to workers comes about after the evaluation of the job, hence an importance of job evaluation in internal alignment of practices. Job evaluation also plays a great role in the generation of a general reward system with the consideration of the non-wage aspects of the job. Job evaluation gives management a means for generation of a clear-cut reward system that aligns the practice of the organization to the payment of certain rewards to its employees. Job evaluation also aids in the alignment of business policies practices in the decision-making and job functions of line managers.
Consistency in decision-making and ability of guidance by the line managers is a practical aspect that determines the relation between line managers and that is reached through job evaluation. Transparency achievement policies in the business can only be made in the evaluation of job opportunities. The main reasons for this practice is that there has to be transparency in payments for the insurance of equality in payments and the lack of suspicion by the workers in given organization. Involvement and communication forms the main ways through which transparency in an organization can be achieved. Job evaluation aids in the development of policies guiding the assimilation of employees in the organization. Theses are policies specifically aimed at ensuring the employees in the lower cadre have clear and fair promotion, which means to improve their standing in the market.
We can therefore say that job evaluation improves the total experience of the employees by giving each person in an organization the chance to ascend the highest possible position. This is achieved through the job evaluation’s effect on the enactment of policies of general practice on the improvement of transparency, fair pay, policies on fair reward system, access to similar opportunities and the promotion of employees based merit and competence of the persona.
Organization Strategy and Objectives Relation to Job Evaluation
Organizational strategy and objectives have a close relation to job evaluation due to their effect on the ability of the company to meet its goals. Job evaluation aligns the company’s organization strategy and objectives through the payment and rewarding of workers at different levels of the organization in relation to their contribution to profits. Job evaluation also relates the organization’s strategy and objectives by ensuring that the line of decision-making created through the coexistence and relation between workers involved in decision-making process relate to the overall aim of the organization.
Further influence of job evaluation is that it ensures promotion, and reward of employees is based on merit and performance hence the employees who attain high management levels in the company have high performance rates and contribute a higher percentage to the company’s profits. This ensures that job evaluation aims are in tandem with the organization’s strategy and objectives of profit maximization.
Flow of Work Relation to Job Evaluation
Job evaluation affects the flow of work positively through ensuring smooth transfer of work from one person to another. Job evaluation also aids in the awareness of gaps in the flow of work hence positively lead to an increase in the flow of work due to the realization and correction of areas that led to slow flow of work. Job evaluation also provides a measure by which job allocation depend on skill, performance, capability and competence hence allocation of jobs to the most suitable personnel and according reward. This increases the flow of work and efficiency at various levels of the organization hence augmented growth of the company. Evacuation, therefore, has a positive relation with flow of work due to the improved speed of transmission of duties from one personnel to the other.
Job evaluation also results in faster flow of work due to choice of consistency in decision-making as information and actions are passed through the various departments in the organization. Evaluation of jobs aids in the achievement of this goals through ensuring each employee in a given position in the employment network understands their work well and is well skilled and suited to perform the particular task. This ensures congruent and competent decision-making at various quarters in the organization. Further, better understanding of the work requirements and general entailments of the work in a certain office through job evaluation aid line management in the provision of effective guidance to the members. This translates to an increase in the ability to meet the required work estimates easily through the faster flow of wok.
Job Evaluation Relation to Fairness
Job evaluation forms a foundation for the achievement of impartial pay and is an important means for the realization of the payment for equal pay for the work that has equal value. Job evaluation determines a way by which payments are made based on ensuring rewards go hand in hand with the advantages of the value for the work. Job evaluation ensures that promotions and rewards by the employer or an organization are made based on the advantages and marginal productivity of the workers hence aid in the achievement of fairness in the workplace. It is therefore possible to conclude that job revaluation plays a major role in ensuring that there is fairness in the business community. Fairness is also achieved with job evaluation when work appraisal and promotion as well as giving of rewards are done based on experience, productivity, and merit. Job evaluation, therefore, acts as a measure of ensuring fairness in the improvement or horizontal demotion of an individual from a certain position through the consideration of all the factors encompassing carrying out his\her duty. This fairness aids in achievement of improved employer-employee performance hence one of the main benefits of job evaluation to employees.
Motivating People’s Behaviors Toward Organization Objectives Relation to Job Evaluation
Job evaluation acts as a fair measure for the achievement of motivation requirements of individuals in a given company to meet the organizational objectives. A highly motivated workforce has a greater possibility of increasing the potential of meeting organizational objectives and improving the relation between management and the lower cadre personnel in the company. There is, therefore, a need to ensure the employees in an organization are motivated for the performance of their duties to the highest levels of dedication and skill. The achievement of this motivation needs in an organization occurs through job evaluation.
Job evaluation has a potential of improving the motivation of employees to the achievement of company objectives since with job evaluation job satisfaction improves and the workers believe they are compensated for the job they perform. This belief improves their ability to give their best in the achievement of the overall objective in the form of augmenting the motivation of firms in achievement of organizational objectives. The other way through which job evaluation assists in improving employee motivation is that it leads to increase fairness among the workers. This is whereby the workers are paid equal pay for the work that equates the value of the work done, the workers who do valuable work are paid higher and vice versa which aids in relating the pay to work. This improves the perception of workers and acts as a factor in improving their happiness and motivation to improve their productivity in the company.
To sum up, job evaluation affects the organization’s achievement of alignment on internal policies into practice. The parts that are met for the achievement in sin employee tenure, reward system that is impartial, ways of employee promotion and reward based on merit. There are other effects of job evaluation apart from alignment on internal policies into practice. These include an increase in flow or work in the organization and the achievement of the company’s objectives and strategies in relation to job evaluation. The other ways this is achieved is the upholding of fairness in promotions and rewards and the motivation of workers for the achievement of an organizational objectives and strategies. Job evaluation makes the employees have a better motivation and is aimed at ensuring there is high dedication of employees for the company’s success. Job evaluation also improves strategy and objectives realizations of the company through increase in the happiness of the number of the employees.