Job analysis & job evaluation Term Paper Example | Topics and Well Written Essays - 1000 words

Job analysis & job evaluation - Term Paper Example The globe nowadays is growing at a rampant rate and has come under development and expansion in every field of life whether it is social,economic,environmental,or political. The advancement in technologies has left an indelible imprint on the world of commerce where competition has become the significant aspect for all the businesses and corporations The trends of the recent years also portray that companies are confronting challenges at an unprecedented rate and in order to stay in the market and generate profits, they need to work in an effective and efficient manner. A corporation comprises of many internal departments or divisions such as finance, human resource, sales, marketing and many more on which the company’s structure rests. The department that is of prime importance for any organization is its human resource division, which focuses on employee management. The human resource management arena includes several procedures, methods, practices, and courses of actions th at come under the basis of rules, regulations, and policies of the department (Aswathappa, 2005). The data or the information related to â€Å"job duties, responsibilities, tasks, environment, and essential and required skills and abilities that are in need to perform the job comes under identification and determination by the HR personnel† (Aswathappa, 2005). ... Whereas, looking at the other end of the spectrum, job evaluation is the process that assesses the value and worth of the position or job in the employment industry, than an organization creates. Job description is the elementary and fundamental aspect for the evaluation of a job. As an outcome of job evaluation, the salary structure comes under assignment to the employee. The job evaluation focuses and aims to provide people with a fair, unbiased, and impartial ground for all the jobs. One of the prime chores of job evaluation is to set up and develop hierarchy and structure in the organization, based on job requirements and specifications. Pay structure’s foundation lays on job structure. Through internal consistency in job structures, HR personnel are able to identify and distinguish the discrepancies in job characteristics as job descriptions are the basis of it (Aswathappa, 2005). Compensation is another element of an HR function. Compensation is the worth of the work car ried out that, an employee gets in return, not only in the form of monetary reward but also in the form of financial returns, substantial services, and other employment relationship benefits. While establishing a compensation strategy HR personnel evaluates the association of compensation to the business strategies, external environment and internal HR circumstances and based on it they formulate the strategic compensation positions. In addition, the HR personnel analyze the gaps by making a comparison between objectives and the actual strategic positions. Once the HR personnel identify the gap, they then design compensation programs in order to overcome those gaps, and pursue it. The HR subdivision of the company develops the compensation programs that must maximum comply with