What is the Difference between Job Design and Job Analysis?Which Requires greater Skill to do effectively?
How would you ensure internal and external equity in your compensation structure?
What are the components of an effective compensation system? How is an underpaid employee likely to behave?
From India, Ambala
How would you ensure internal and external equity in your compensation structure?
What are the components of an effective compensation system? How is an underpaid employee likely to behave?
From India, Ambala
Hi!
Let me help you on this.
Job Design per se (theoritical and academic point of view) is quite technical and may need a lot of input from Operations Management, especially from your IE (Industrial Engineering Dept.).
Job Design from HRD's point of view sometimes merely involve realignment of functions and responsibilities. In today's corporate structures, this usually means Job Expansion and/ or enrichment. This is normally done in-house.
Job Analysis (JA) is the initial stage of the Job Evaluation (JE) Program and requires real skills, knowhow on use of HR tools to be able to implement it successfully. It is normally done by external consultants because the ordinary HR Manager does not have the appropriate tools and time to do the job.
If you like to learn how to do a Job Analysis, please join HR-TOOLS. It is currently discussing Job Analysis.
Internal Equity can be attained thru the implementation of a good Job Evaluation program. There is internal equity when the jobs or positions that contribute more to the attainment of the company's business goals and objectives are paid more than those that do not. There is also internal equity when the more senior employees are paid more than the new ones. This is called seniority pay gap implemented thru annual merit increases or adjustments.
These things are being considered when you do Job Rating. Jobs rated higher are given higher job grades with higher pay range.
External Equity is present when your salary structre and job rates are comptetitive to what the market and/ or industry pays in your specific area of operation.
The components of an effective compensation system has been posted in another title (Compensation Philospphy) under this subject matter. There is no need to repeat them here.
Best wishes.
Ed Llarena, Jr.
ManagingPartner
Emilla Consulting
From Philippines, Parañaque
89Let me help you on this.
Job Design per se (theoritical and academic point of view) is quite technical and may need a lot of input from Operations Management, especially from your IE (Industrial Engineering Dept.).
Job Design from HRD's point of view sometimes merely involve realignment of functions and responsibilities. In today's corporate structures, this usually means Job Expansion and/ or enrichment. This is normally done in-house.
Job Analysis (JA) is the initial stage of the Job Evaluation (JE) Program and requires real skills, knowhow on use of HR tools to be able to implement it successfully. It is normally done by external consultants because the ordinary HR Manager does not have the appropriate tools and time to do the job.
If you like to learn how to do a Job Analysis, please join HR-TOOLS. It is currently discussing Job Analysis.
Internal Equity can be attained thru the implementation of a good Job Evaluation program. There is internal equity when the jobs or positions that contribute more to the attainment of the company's business goals and objectives are paid more than those that do not. There is also internal equity when the more senior employees are paid more than the new ones. This is called seniority pay gap implemented thru annual merit increases or adjustments.
These things are being considered when you do Job Rating. Jobs rated higher are given higher job grades with higher pay range.
External Equity is present when your salary structre and job rates are comptetitive to what the market and/ or industry pays in your specific area of operation.
The components of an effective compensation system has been posted in another title (Compensation Philospphy) under this subject matter. There is no need to repeat them here.
Best wishes.
Ed Llarena, Jr.
ManagingPartner
Emilla Consulting
From Philippines, Parañaque
Yasir,
External Competitiveness (not Equity) is really the term. Equity is used only for the internal aspect. I just used it to avoid confusion and be consistent to the term used by Mayank.
External Competitiveness can be established thru benchmarking with current market and/ or industry rates.
People like us, who do JE, prepare a comparative compensation matrix showing the client's current rate and those of the industry median rates. The matrix, when done in graphs or tables, is a powerful tool in showing the gap and competitiveness of a client's compensation and benefits system.
It is difficult to establish external equity if that is what you intend to clarify. Internal equity problems, are among the many things that can be solved by a good Job Evaluation Program.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
External Competitiveness (not Equity) is really the term. Equity is used only for the internal aspect. I just used it to avoid confusion and be consistent to the term used by Mayank.
External Competitiveness can be established thru benchmarking with current market and/ or industry rates.
People like us, who do JE, prepare a comparative compensation matrix showing the client's current rate and those of the industry median rates. The matrix, when done in graphs or tables, is a powerful tool in showing the gap and competitiveness of a client's compensation and benefits system.
It is difficult to establish external equity if that is what you intend to clarify. Internal equity problems, are among the many things that can be solved by a good Job Evaluation Program.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Maliha,
Hi!
HR-TOOLS address is <HR-TOOLS@yahoogroups.com> To find it, go to <yahoogroups.com> and put HR-TOOLS in the search space.
It should lead you to our site. If not, let me know and I will send you an invitation to join the group.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi!
HR-TOOLS address is <HR-TOOLS@yahoogroups.com> To find it, go to <yahoogroups.com> and put HR-TOOLS in the search space.
It should lead you to our site. If not, let me know and I will send you an invitation to join the group.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
plz can anyone provide me with a good JA questionnaire. As i have to analyse a job of a staff member of my MBA institute. plz reply fast :D
Hi everybody,
I uploaded one file. But It can not display. I used internet explorer 8.0.
How can I repair? Or some problems happened to IE8?
Apart from that, you also ref more information at: Job design books
Rgs
From Vietnam, Hanoi
I uploaded one file. But It can not display. I used internet explorer 8.0.
How can I repair? Or some problems happened to IE8?
Apart from that, you also ref more information at: Job design books
Rgs
From Vietnam, Hanoi
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Job Analysis.doc
JOB DESIGN & JOB ANALYSIS.ppt
Job Analysis.pdf