Hi,
I have seen a number of query on this site about how to go about doing job evaluation . Enclosing a PPT as to how HAY Group goes about the job.
Divya go through it , it will immensely help you. If you have any other query contact me at
.
thanks,
:P
From India, Mumbai
2I have seen a number of query on this site about how to go about doing job evaluation . Enclosing a PPT as to how HAY Group goes about the job.
Divya go through it , it will immensely help you. If you have any other query contact me at
thanks,
:P
From India, Mumbai
Hai Dear
Nice presentation. Can I jet a similar thing done on actual basis for a construction industry(Ofcourse after proper identification of all types of jobs that pertain to that industry.
Thanks
hanu
From India, Hyderabad
Nice presentation. Can I jet a similar thing done on actual basis for a construction industry(Ofcourse after proper identification of all types of jobs that pertain to that industry.
Thanks
hanu
From India, Hyderabad
Hi,
Turlapati, in theory yes you can get the same thing done in construction industry. In practical in does not make much sense if no of employees in your organisation is less than 2000. Eor one it is a very costly and time consuming process. you have to take the help of Job Analyst consultant and they charge on the basis of hours put in. Second you have to be very clear for what you are conducting this exercise - for the purpose of job /role clarity, as a tool for fixing KRA's or for linking it to Job Band. Once you have decided the purpose of this do a cost benefit analysis before taking a final call.
thanks,
From India, Mumbai
Turlapati, in theory yes you can get the same thing done in construction industry. In practical in does not make much sense if no of employees in your organisation is less than 2000. Eor one it is a very costly and time consuming process. you have to take the help of Job Analyst consultant and they charge on the basis of hours put in. Second you have to be very clear for what you are conducting this exercise - for the purpose of job /role clarity, as a tool for fixing KRA's or for linking it to Job Band. Once you have decided the purpose of this do a cost benefit analysis before taking a final call.
thanks,
From India, Mumbai
hi dear its a very nice ppt.thanku 4 sharing it with us..i need a help..m doing a JD analysis of the purchase department in an MNC. ive to prepare the JDs for the purchase officer, packaging head, packaging manager...can u pls help me out in dis...it v urgent..mail it to me at: 
From India, Mumbai
From India, Mumbai
hi i am rafeeque from ooty
job description is what are the duties and responsibilities, what a job holder does
job specification is personal charecteristics needed to perform a job
JOB DESCRIPTION FORM
1.) JOB TITLE
2.) REPORTS TO
3.) FUNCTIONS
4.) DUTIES AND RESPONSIBILITY
5.) JOB CHARACTERISTICS
JOB SPECIFICATION
1.) JOB TITLE
2.) EDUCATION
3.) PHYSICAL AND HEALTH
4.) APPEARENCE
5.) MENTAL ABILITIES
6.) SPECIAL ABILITIES
7.) PREVIOUS WORK EXPERIENCE
8.) SPECIAL KNOWLEDGE
From India, Coimbatore
job description is what are the duties and responsibilities, what a job holder does
job specification is personal charecteristics needed to perform a job
JOB DESCRIPTION FORM
1.) JOB TITLE
2.) REPORTS TO
3.) FUNCTIONS
4.) DUTIES AND RESPONSIBILITY
5.) JOB CHARACTERISTICS
JOB SPECIFICATION
1.) JOB TITLE
2.) EDUCATION
3.) PHYSICAL AND HEALTH
4.) APPEARENCE
5.) MENTAL ABILITIES
6.) SPECIAL ABILITIES
7.) PREVIOUS WORK EXPERIENCE
8.) SPECIAL KNOWLEDGE
From India, Coimbatore
Dear Sakkiin
Good effort. Much appreciated.
Slide 12 - You may like to include the below to make it more complete:
Recruiter – must know what a job demands in order to judge what kind of person to look for;
Trainer – must understand the job in order to determine what training would help a particular job holder to do it better;
Assessor – has to measure individual performance against the results the job is required to achieve, and agree further objectives in relation to them;
Career Planner – must appreciate what jobs involve in order to aid the development and placement of people against individual aspirations and company needs;
Organization Planner – builds plans for developing the organization on an understanding of the jobs that are and need to be done;
Job Evaluator – need to weight the difficulty and importance of a job in relation to other jobs in the organization without knowing what it consists of;
Line Manager – gets results through the work of subordinates and so must know and seek to modify where necessary the end results to which their efforts are directed;
Chief Executive – lead and motivate all the jobholders in the organization to achieve objectives, and to develop the organization to meeting changing needs and ensure its continued existence; and
Jobholder – cannot do his job properly, unless he knows what is expected of him in it, and who is not likely to show much enthusiasm unless he can see what the point of it is.
Slide 31 - An organization chart is usually used here.
The compensable factors for the Hay Guide Chart Method of Job Evaluation are:
Know-How: 1) Techical know-how 2) Management Breadth 3) Human Relations Skill
Problem Solving: 1) Thinking Environment 2) Thinking Challenge
Accountability: 1) Freedom to Act 2) Area of Impact 3) Nature of Impact
To be able to evaluate Know-How, you have to create a "Job Requirements" section in the JD which capture the following data:
The minimum entry level requirements to perform a job competently:
Academic & Professional Qualifications
Example:
Degree holder with professional qualifications in Computer Science.
Experience
Example:
With at least 8-10 years of relevant experience in system programming
As for Accountability, the "quantative dimensions" of the job also need to be captured so that the evaluator would be able to evaluate the "magnitude" of the job. These data are usually captured under "Dimensions" and for the following:
1. List the significant quantities on which your job has some direct or indirect impact.
2. key measures:
People – No. of direct & indirect reports (actual numbers)
Financial - Annual budget, expenses, operating costs, project costs, annual income, revenue, sales turnover, annual payroll, etc (actual monetary amount)
With these inclusions, your Job Analysis slides will be more complete.
Regards
Autumn Jane
From Singapore, Singapore
Good effort. Much appreciated.
Slide 12 - You may like to include the below to make it more complete:
Recruiter – must know what a job demands in order to judge what kind of person to look for;
Trainer – must understand the job in order to determine what training would help a particular job holder to do it better;
Assessor – has to measure individual performance against the results the job is required to achieve, and agree further objectives in relation to them;
Career Planner – must appreciate what jobs involve in order to aid the development and placement of people against individual aspirations and company needs;
Organization Planner – builds plans for developing the organization on an understanding of the jobs that are and need to be done;
Job Evaluator – need to weight the difficulty and importance of a job in relation to other jobs in the organization without knowing what it consists of;
Line Manager – gets results through the work of subordinates and so must know and seek to modify where necessary the end results to which their efforts are directed;
Chief Executive – lead and motivate all the jobholders in the organization to achieve objectives, and to develop the organization to meeting changing needs and ensure its continued existence; and
Jobholder – cannot do his job properly, unless he knows what is expected of him in it, and who is not likely to show much enthusiasm unless he can see what the point of it is.
Slide 31 - An organization chart is usually used here.
The compensable factors for the Hay Guide Chart Method of Job Evaluation are:
Know-How: 1) Techical know-how 2) Management Breadth 3) Human Relations Skill
Problem Solving: 1) Thinking Environment 2) Thinking Challenge
Accountability: 1) Freedom to Act 2) Area of Impact 3) Nature of Impact
To be able to evaluate Know-How, you have to create a "Job Requirements" section in the JD which capture the following data:
The minimum entry level requirements to perform a job competently:
Academic & Professional Qualifications
Example:
Degree holder with professional qualifications in Computer Science.
Experience
Example:
With at least 8-10 years of relevant experience in system programming
As for Accountability, the "quantative dimensions" of the job also need to be captured so that the evaluator would be able to evaluate the "magnitude" of the job. These data are usually captured under "Dimensions" and for the following:
1. List the significant quantities on which your job has some direct or indirect impact.
2. key measures:
People – No. of direct & indirect reports (actual numbers)
Financial - Annual budget, expenses, operating costs, project costs, annual income, revenue, sales turnover, annual payroll, etc (actual monetary amount)
With these inclusions, your Job Analysis slides will be more complete.
Regards
Autumn Jane
From Singapore, Singapore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
JOB DESIGN & JOB ANALYSIS.ppt