Wednesday, March 21, 2012

Job Evaluation - Purpose - Consultants

Job evaluation is an instrument available to ensure integration of internal fairness and external competitiveness. A well-designed, carefully implemented job evaluation system is not only a basic tool for driving changes in your company’s reward structures and achieving equal pay for work of equal value, it also defines the value of a job within your company.

PricewaterhouseCoopers (PwC)

PricewaterhouseCoopers (PwC) can help you in the process

PricewaterhouseCoopers (PwC)  can help you develop and implement all, or part, of a job-evaluation system designed to meet the specific needs of your company.
They claim:
Our experienced professionals know how to listen, and they know what questions to ask so that they get the right answers. We can then help you to create the processes and the tools you will need, and, if needed, train your staff in their use. Or, if you would prefer, we can undertake the entire process for you: writing job descriptions, designing or selecting a job-evaluation method, and implementing the chosen method—either PricewaterhouseCoopers’ own IFA or STRATA method, or a 100% customised system, or a system based on a combination of existing methods (already gathered in a database or customised methods). We can also negotiate with the unions in your company; create an effective communications plan, and hold information sessions for your employees; deploy new job classifications, benchmark your salary structure, and implement and maintain the complete procedure, from beginning to end. At PwC our aim is to make your job as easy and effective as possible.

PWC says you consider them when:
• You need a refined evaluation system that includes people's competences.
• You need a evaluation process that can be easily be monitored and adjusted quickly when needed.
• Your company is complex enough to require a number of job evaluation systems that target different groups and objectives.
• You want to develop a job classification procedure that is not a self-contained process but is wholly integrated into the HR value chain—recruitment, salary management, performance management, development and career management).
• You need a new evaluation system that allows you to manage people development and ensure that appropriate skills are developed.

Hay Group

Hay group provides assistance in job evaluation. It claims:
A consistent, objective framework

Thousands of organizations – including more than half of the world’s largest companies – rely on Hay Group’s job evaluation methodologies to help them bring together the right people, jobs and structures to execute their strategies.
The main Hay Group methodology, the Hay Guide Chart®-Profile Method of Job Evaluation provides you with a consistent and objective framework to:
  • analyze your organizational structure and identify ways to make it more effective
  • evaluate people and jobs to match the right individuals to the right roles
  • define career progressions both from individual roles and across related job groups and
  • develop targeted pay and reward programs, using Hay Group’s global compensation database.

All of this ultimately leads to an increased ability to manage your human resources more effectively.
Evolving evaluation

Crucially, this isn’t a one-off approach: the Hay Group job evaluation method is designed to evolve with your business. As a result, several Hay Group clients have used the method successfully to help with job design, talent development and performance management for over 25 years.
Job Evaluation (1952])
Authors: Pigage, Leo Charles; Tucker, John Lawson
Job Evaluation Methods, 1946 (Preface only)
Charles W. Lytle, Professor of Industrial Engineering, New York University,
ISOS; A Job Evaluation System to Implement Comparable Worth
Intangible Capital, 2008
Original knol - job-evaluation-purpose-consultants/ 2utb2lsm2k7a/ 32

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