Axa Assurance Maroc - Insurer Innovation Award 2024
Job evaluation
1.
2. is a process to determine the job’s level of
importance, contribution to the overall corporate
strategy & performance complexity
in terms of skills, knowledge and
supervisory duties.
3. Job Evaluation is crucial to
create Equitable Pay
Structure and Promotion
Strategy
24. But,
The method is subjective, because jobs can fall
into several categories.
When combining jobs into a one category, this
can oversimplify differences between jobs &
can be difficult to write “all-inclusive”
descriptions of a job grade.
g
28. Again the Compensable factors
Are:
1. Skill (Experience & Education)
2. Responsibility
3. Effort (Mental & Physical)
4. Working conditions (Location, Hazards ,Physical
demands Extremes in environment)
29. Assign points to a these compensable
factors based on the perceived
importance to the job
U
30. Once this is done for all the compensable
factors ,evaluate the level to which each
of these factors are present in the job and
assign points (weights) accordingly.
1
31. The points for each factor are totaled to
form a score for the job
U
32. If a position requires 7 yrs of exp.
Lets assume it would be assigned value of 50 points
for this factor
And since yrs of experience is one of the most
important factors, it might be weighted at 1.5, .
So the final value of the experience factor would be
50 points x 1.5 weighting factor = 75
33. Moving to another factor such as education –lets
assume it would be assigned 60 points
But education is less important for the position, so it
might be weighted at a smaller number, such as 0.75
So the final value of the education factor would be
60 points x 0.75 weighting factor = 40
34.
35. Jobs are then grouped by total score and
assigned to salary grades so that jobs with
the highest points would have the highest
pay
v
36. Less biased than other methods
Easy to evaluate new jobs
Easy to recognize the difference between jobs
in the company
y
41. One last time…
these are the compensable factors
1. Skill (Experience & Education)
2. Responsibility
3. Effort (Mental & Physical)
4. Working conditions (Location, Hazards ,Physical
demands Extremes in environment)
44. Are jobs with clear job content,
Common in many organizations,
45. Are jobs with clear job content,
Common in many organizations,
Represent the full range of each compensable
factor,
46. Are jobs with clear job content,
Common in many organizations,
Represent the full range of each compensable
factor,
& their market pay data is available
57. But,
Its difficult to understand & explain
Using the same criteria to assess all jobs is not
accurate as jobs differ within organizations as
with point method
Time consuming and costly
59. Sources
Hay Group Job Evaluation: Foundations and Applications
http://www.haygroup.com/ww/downloads/details.aspx?id=924
Job Analysis. Chapter 3. Prenhall.
http://www.prenhall.com/desslertour/chapter3.pdf
Job Evaluation Methods Open Learning World.
http://www.openlearningworld.com/books/Job%20Analysis%20and%2
0Evaluation/Job%20Analysis%20and%20Evaluation/Job%20Evaluation%
20Methods.html
Job Evaluation Methods . World at Work.
http://www.worldatwork.org/pub/N47N8-bck2bscs.pdf
Job Evaluation Plan. University of Guelph.
https://www.uoguelph.ca/hr/managers/job-design-job-
evaluation/job-evaluation-plan
Susan M. Heathfield . “Conduct a job evaluation”
http://office.microsoft.com/en-us/infopath-help/conduct-a-job-
evaluation-HA001189535.aspx
60. Image Credits Flickr Creative Commons
Randy Lemoine photostresm
Slide 1
http://farm7.staticflickr.com/6228/6358531411_61c3c1bca3.jpg
James Vaughan, x-ray delta one photostream
Slide 6 , 28 and 41
http://www.flickr.com/photos/x-ray_delta_one/3865887659/
Phil Hearing ,PhotKing PhotoStearm
Slide 3 and 4
http://www.flickr.com/photos/philhearing/5310002921/
Carmelo Speltino, pigliapost PhotoStream
Slide 16
http://www.flickr.com/photos/pigliapost/238737785/
Tony Hisgett ,ahisgett photostream
Slide 25
http://www.flickr.com/photos/hisgett/5129805518/
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