Job Valuation Methods Explained
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ScribdTranslationsJob Valuation Methods Explained
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ScribdTranslations1.
Describe the different job valuation methods and indicate
the difference between each of them.
Alignment method:
This method is based on a common sense estimation, in which
assign to each position, it is a method that works well in organizations,
where there is little or scarce staff, seniority and merits are taken into account
of each collaborator to evaluate the positions.
In the chapter we learned that this method is very simple in terms of its
construction and implementation, which allows us to save time, is a
method very suitable for small companies or with hierarchical scales
reduced in the alignment method the information from the committee is
indispensable since it is essential to change the opinion of various appraisers
to obtain an average value closer to reality.
The advantage of this method is that it is simple and easy to understand, fast in
formulated and economical in its implementation and is also less empirical than the
pre-scaling method because it uses the final result of the average
Scaling method:
This method is more used for administrative and technical positions, it is
mainly aimed at, classifying and grouping the positions taking into account the
degrees or determined scales. It is based on observations such as the
required knowledge establishes the categories and develops a definition for
each of these categories.
This model is recommended for medium-sized as well as small companies.
where the activities are well defined in their areas.
Factor comparison method:
In this method, positions are basically compared with one another, where
for the application of this method it is very necessary to determine the factors,
select and appoint members of the valuation committee, provide the
necessary documentation to the valuation committee, show the group the
assessments of each member and discuss them.
The definitions of these factors can be: mental requirements, skills,
physical requirements, responsibilities or working conditions.
This model consists of evaluating positions by comparing one with another.
difference of the alignment method, since the position is divided into parts or
factors.
Points method:
Con este método, se asignan ciertas cantidades de valor, a las cuales se les
points are referred to, and the characteristics of the positions are called factors.
A point refers to the value of the ratio or unit of measure when making.
comparisons, on the other hand, a factor is just one of the elements
necessary to formulate an equation.
The most used factors in this model are: skill, effort (physical and
mental), responsibility and working conditions.
2. What is more advisable to establish the value of the positions of
work. Should I conduct a market study or carry out a valuation using
one of the existing methods? justify why.
For job evaluations, processes need to be carried out.
administrative and talent management, in which the organization exposes its
planning and vision for the future
It is necessary to study the job position and specify the characteristics it must have.
employee who aspires to cover it, based on this, a comparison is made and an
professional profile. Based on that, the requirements for the position are established,
being aware of the demand that the tasks require to estimate who
they can develop them, they must analyze the competencies and skills
necessary and the working conditions, safety, quality of the spaces,
transfer.
Market studies tell us how the company is paying in the
positions regarding the competition, while the valuation measures of
punctual work using valuation methods
Job evaluation is the process that attempts to specify
and compare the performance required by each task within a company and,
to establish in accordance the fair salary that corresponds to him/her. It is about
associate a value to a job. Job evaluation achieves
specify which are the areas, departments, and positions that will make up your
structure.
3. Investigate: what is the "Hay" method and what are its
characteristics?
The Hay system: is a job evaluation method that is responsible for
measure the content of jobs. The responsibility of
worker in their specific job position and not the characteristics
personal and capabilities of said worker.
Historical review
The System of Scales and Job Assessment Profiles emerged to
early 1950s by the group founded by "Edward N. Hay"
one of the pioneers of organizational management, in 1943. Over time it
has become one of the most widespread methods for valuation of
executive positions, applied in organizations all over the world.
We do not talk about the first valuation method, but rather one of the first ones.
that could be applied to command positions, defining their processes.
In order to make their clients understand that this was possible, in 1951 they
They created some valuation tables that would show the foundations of
transparent system.
In total, three tables were created, representing the three factors.
principles for a management position as determined by 'Hay Group' and that
they were in turn broken down into several elements: Responsibility,
Problem Solving and Competence.
Thus, each position in organizations requires certain competencies.
capabilities to solve problems and responsibility for actions
carried out, being measurable and analyzable concepts by a committee of
evaluation that will try to arrange them in descending order.
Responsibility
With this factor, the contribution of a specific position aims to be measured.
in business results and consists of three elements that
they are valued according to a scale that does not assess the performance of professionals,
the potential of the positions in themselves.
Impact: describe the way in which a position influences a
sector of the organization.
Magnitude: represents that sector of the organization that is
influenced by the described position. That is to say, the aim is to measure the
size of the influence exerted.
Independence: it speaks to us about the autonomy that one possesses.
position to make decisions for oneself.
Each of these elements is placed on a numerical scale, in such a way
that in the end a single figure is obtained. What the method seeks is to analyze
the relative value (not absolute) of it. To do this, the
a score of 15%, since "Hay Group" discovered in their research
that when comparing two positions, committees usually required differences of
this percentage to reach an agreement to place in a position
regarding another.
Competition
This factor speaks to the knowledge and skills necessary for
to successfully perform a job role, which breaks down into three
elements:
Skill: represents the skill that is needed by the
directors for establishing personal interactions
necessary for your work.
Integration: measures the necessary coordination between various
functions to plan, execute, and evaluate activities
derivatives of the position.
Specific knowledge: it refers to those applied to
concrete practical processes, techniques or disciplines
professionals
Troubleshooting
A very important factor in management positions is the one in which
that competence and responsibility are materialized in the plan
mental, para describir y solucionar los problemas concretos que surjan del
professional development of the position. Therefore, it is considered part of the factor of
competition, as in addition to creativity, is based on the
knowledge. It consists of two elements:
Context
Difficulty
Definition of profiles
The scores obtained in the three mentioned factors facilitated the
formation of a particular language regarding the positions, which is used in
the final steps of the evaluation through the definition of profiles such as:
"Pensantes": these are the positions where the solution of
problems are greater than responsibility. It usually involves
operational or non-managerial positions.
"Actors": in which the responsibility is greater than the
problem solving.
"Balanced": Balanced or flat positions are
those in which both factors are in balance
The scores of a position are compared with those of others.
similarly with other superiors and inferiors, to then verify that
the committee's evaluations have accurately framed the positions
as "thinkers" and the executives as "doers".
The fact that this method is still in use 61 years after its introduction
birth shows us the confidence that is placed in him, although there is
that recognizes that the debate about whether new ones exist has evolved
elements that should be introduced into it.