Can someone help me step by step how I can do a job evaluation. I have never been exposed to one and am questioning how scores are made, who ndetrmines the score? Thank you all Nebmuk
From Zimbabwe, Harare
1From Zimbabwe, Harare
Can someone help me step by step how I can do a job evaluation. I have never been exposed to one and am questioning how scores are made, who determines the scores, where do I start? Our company sceretary feels he is at the same level with directors becoz he sits in the board with them taking minutes.....what do you think?
Thank you all
Nebmuk
From Zimbabwe, Harare
Thank you all
Nebmuk
From Zimbabwe, Harare
Can someone help me step by step how I can do a job evaluation. I have never been exposed to one and am questioning how scores are made, who determines the scores, where do I start? Our company secretary feels he is at the same level with directors becoz he sits in the board with them taking minutes.....what do you think?
Thank you all
Nebmuk
From Zimbabwe, Harare
Thank you all
Nebmuk
From Zimbabwe, Harare
Is it to be a full-fledged exercise for the whole company, or just a knee-jerk reaction to the aspiration of the Company secretary? If it is to be a complete exercise, it would be advisable to take the assistance of an outside consultant. If however, it is directed only at the Company Secretary, you could handle it yourself.
I have done a job evaluation exercise for all executives in a multinational company, and the results were successfully implemented. If you need my services, please let me know.
Gerry303
From India, New Delhi
I have done a job evaluation exercise for all executives in a multinational company, and the results were successfully implemented. If you need my services, please let me know.
Gerry303
From India, New Delhi
Hays method of job evaluation is the most popular method on the subject. The process is to first write the Job Description & based on that jobs are ratd on 3 parameters
Know How
Problem Solving
Accountability
Each of the jobs are rated based on these 3 parameters which are again sub divided further & ratings & gradation of jobs are arrived at
Erudie Management Solutions in a HR & OD consulting organiztion which can facilitate you in this process
You can reach us at
call us@:4022-1230427
From India, Pune
Know How
Problem Solving
Accountability
Each of the jobs are rated based on these 3 parameters which are again sub divided further & ratings & gradation of jobs are arrived at
Erudie Management Solutions in a HR & OD consulting organiztion which can facilitate you in this process
You can reach us at
call us@:4022-1230427
From India, Pune
Many thanks, I may need to consider engaging a consultant......may be you need to know I am in Zimbabwe.....may be difficult to engage one from outside the country. But many thanx.
But from your experiences, where is the company sec positioned in the organisation-I thought he is lower than director level?
Nebmuk
From Zimbabwe, Harare
But from your experiences, where is the company sec positioned in the organisation-I thought he is lower than director level?
Nebmuk
From Zimbabwe, Harare
Hello Friend,
I'm khin. I'd like to share our experience on evaluation of the employees in our org.
There have three main area to review.
1. Experience in work
How long h/she has been in org and current position
2. Performance in work
What is his/her extra ordinary performance
3. Learning growth
What about technical and soft skill trainings or any others learning?
Even he/she has experience but not show their performance and/or no learning growth during the period we viewed.
How do u think?
Pls look these three areas to see more in their value in work.
Rgds,
KMH
From Singapore
I'm khin. I'd like to share our experience on evaluation of the employees in our org.
There have three main area to review.
1. Experience in work
How long h/she has been in org and current position
2. Performance in work
What is his/her extra ordinary performance
3. Learning growth
What about technical and soft skill trainings or any others learning?
Even he/she has experience but not show their performance and/or no learning growth during the period we viewed.
How do u think?
Pls look these three areas to see more in their value in work.
Rgds,
KMH
From Singapore
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Job Evaluation.ppt
Job Evaluation Methodology.doc