Equity is one of the things employees are looking for in a company. Equity translates to the right salary for the output of an employee.
But how do we determine the right salary for an employee?
We start with evaluating a job. Job evaluation is a methodical way of confirming the value of the job with other jobs in an organization. It systematically compares jobs to come to a continuation of their relative expectancy or worth to make a logical pay structure.
The basic objective of job evaluation is to determine the relative contributions of different jobs to organizational objectives. Foremostly, job evaluation serves several purposes, which may be grouped into three categories – wage and salary fixation, restructuring job hierarchy, and overcoming anomalies. It also aims to provide information about a job's worth in terms of its contributions to organizational effectiveness.
Learning Innovation Hub PH developed a 3-session job evaluation and salary design structure that aims to help participants to learn the elements of a rational salary administration program, job analysis, job factors, job rating plan, salary surveys, compensation policies, and how to design an effective salary structure.
At the end of this online workshop, participants will learn about the elements of a rational salary administration program, job analysis, job factors, job rating plan, salary surveys, compensation policies, and how to design an effective salary structure.
Objectives of Job Evaluation
How do you conduct Job Analysis?
Components of the Point Rating System
Using a Job Evaluation Committee
Designing a Job Rating Plan
Rating different types of jobs
Establishing Job Grades
Conducting a Salary Survey and analyzing survey data