EZDV 202: HRM Reward Systems Lecture 2 PDF

EZDV 202: HRM Reward Systems Lecture 2 Learning outcomes Understanding the terminology relating to job descriptions Identify non-discretionary factors vs discretionary factors that influence jobs Mention the various terms relating to job descriptions Understand why job evaluations are us...

EZDV 202: HRM Reward Systems Lecture 2 Learning outcomes Understanding the terminology relating to job descriptions Identify non-discretionary factors vs discretionary factors that influence jobs Mention the various terms relating to job descriptions Understand why job evaluations are used Understand when and why job evaluations are used Explain the two broad stages in the job evaluation process Understand the different job evaluation methods Assessment Info Assessment Walk-Through Assignment Instructions 1. Group Formation: o Divide yourselves into groups of 8-10 people. o Groups cannot have fewer than 8 or more than 10 members. o One member from each group should email the names and student numbers of all group members to the lecturer by 07 August 2024. 2. Topic Assignment: o Once the group names are received, each group will be assigned a specific topic. o Your group will need to research the assigned topic thoroughly.  Assignment Instructions 3. Poster Preparation: o Create a conference-style poster that presents your research. o The poster should include: ▪ An introduction ▪ Sections highlighting key facts about the topic ▪ A conclusion ▪ Charts, tables, and images to illustrate key points 4. Poster Requirements: o Size: A1 (portrait or landscape) o Ensure the dimensions match A1 size exactly to avoid printing issues. o Printing can be done on or off-campus: ▪ On-campus printing is available at ICT Copy Tech for R250. Allow up to 2 days for printing.  Assignment Instructions 5. Submission and Presentation: o Submit your printed poster by 25 September 2024. o Late submissions will not be accepted, and groups failing to submit by this date will not be allowed to present. o Poster presentations will be held on 27 September 2024 and 02 October 2024. o Groups that do not submit their posters by the deadline will receive a zero. 6. Awards and Display: o An independent panel will judge the posters. o The top 3 posters will be awarded prizes and displayed in the department for the rest of the year. o Winning posters will also be featured on Open Day. Review questions What is the difference between a job description and a role description? Identify five motivations for carrying out a job description writing process What are the two distinct factors that influence jobs? Mention and discuss each. Consider the following… Call Centre Agent Senior Executive Medical Doctor Teacher In your opinion, which of the above job titles would be paid more and why? Which factors would you take into consideration when differentiating their pay i.e. skill, education, working conditions, etc. What is a job description? A job description is the accurate, realistic, current picture of what tasks make up a job. It outlines the job’s location, purpose, responsibilities, authority levels, and supervisory relationships, as well as the interrelationships between the job and others in the same area  What is role description? Role descriptions refer to broader aspects of behaviour, for example, working flexibility, working with others, interrelated tasks, and styles of management. They describe the part to be played by individuals in fulfilling their job requirements. Often, they incorporate the results of skills or competence analysis and sometimes performance standards. Self-study Job Descriptions ▪ Self-study: Table 2.1. Terminology for job descriptions, pg. 24 *Will be assessed in the test Uses of job description Recruitment, performance appraisal, career pathing and development of training programmes Implementation and on-going maintenance of Job evaluation systems. Opportunity to determine key areas of responsibility, levels of authority and accountability, spans of control and job design  Job evaluation – the information on which the job will be graded. Motivations Creation of the information needed for organisational review. for carrying Detailed information for recruitment. out a job Development of job procedures and performance standards. description Development of a framework for performance and progress reviews. writing Detailed information for skills development, the development of training process are to programmes, career pathing, and manpower planning. enable… Development of specific plans for individual induction training. An assessment of how competent incumbents are in relation to the requirements of the job. Factors influencing Jobs Non- discretionary Discretionary a. Organisation: a. Skills structure and policy b. Experience b. Legal requirements c. Division of labour c. Personality d. Design of equipment d. Performance e. Physical arrangements f. Methods, procedures, traditional practices g. Work environment Summary Job descriptions are the foundation of remuneration. They provide key information for job grading, which in turn leads to a pay scale and short-term incentives and long-term incentives. Job descriptions should be approximately three to four pages in length and should cover the primary purpose of the job, the KPAs and job specification. Job descriptions should be an accurate and current description of what incumbents are currently doing. Review questions What is the difference between a job description and a role description? Identify five motivations for carrying out a job description writing process What are the two distinct factors that influence jobs? Mention and discuss each. Chapter 3 Job evaluation Review Questions In your own words, explain and discuss what Job Evaluation entails Mention five benefits of Job Evaluation Why do Job Evaluation systems fail in most instances?  Job evaluation Job evaluation is the systematic and objective process of comparing one job to another within an organisation to arrive at different job levels or a “pecking order” It does so without looking at individual characteristics, personality or performance. Job evaluation grades the job, not the person. Neither individual effort nor labour market conditions are taken into account when conducting the grading.  When should job evaluation be used? Job evaluation can be used in the following circumstances: A variety of pay rates exist for a variety of reasons. Similar jobs are rewarded on different levels. There are demands for parity. There is little co-ordination of pay rates. There is no logical basis for pay rates. “Job values” are confused with “person values”. Organisational structure reviews are required. Development of career paths is required. Self-study Job evaluation terminology ▪ Self-study: Table 3.1. Definitions of terms relating to job evaluation, pg. 35 *Will be assessed in the test Why job evaluation? Job evaluation as a means of: Facilitating the evolution of the organisation Helping management and employees see how different jobs relate to each other Plotting career paths through the hierarchy Assisting skills development within the workplace Conducting a detailed analysis of wage and skills gaps for providing a common language & defined point of reference for negotiation and collective bargaining.  Benefits of job evaluation? Inequalities are reduced Management and employees are able to see how different jobs related to one another Provides a mechanism to regain control over wage and salary administration Ensures a consistent rationale for pay structures Wage and salary administration seen to be fair Negotiation and collective bargaining made easier by using a common language Provision of a logical graded hierarchy and pay structure Compliance with legislations for those countries that have pay equity legislation is a consideration advantage  Stage Description Outcomes 1 Grade, the job not Job or role the individual- description looking at tasks, duties, Two broad responsibilities stages of job (impersonal) 2 Looks and the A salary structure evaluation individual occupying the job- education, performance, efforts and qualities  It is important that everyone understands that it is the job itself that is to be evaluated and not the person in the job. Evaluation of Job evaluation is an impersonal process in stage 1, and takes no account of the quality, performance, or effort that a person brings to the job. person vs job It is only in the development of the salary or remuneration structure at stage 2 that one can take personal qualities, characteristics of the person in the job, performance, and effort into account Job evaluation Job analysis Job description Job evaluation End-product = Job structure  Comparing Stage 1 Stage 2 Flexibility Inflexible; the grading rules must be applied Flexible; individuals can be paid anywhere along the pay scale in line with the organisation pay progression policy What is considered Looks at the JOB, not the person performing the Takes account of personal qualities and job. Grade the JOB not the PERSON characteristics of person in job Personal or impersonal Impersonal Personal What is important Observe grading rules Quality, competence, performance, scarcity of skill and effort are considered Two broad stages of job evaluation  Why job evaluation systems fail? In most cases, where a system collapses, it is not because of the system itself, but is usually due to one of the following factors: Weak initial implementation. Weak top management support. Lack of employee participation and support. Upgrading of jobs without a corresponding change of job content. Inadequate administrative support. Lack of communication. System not managed. Job descriptions not reviewed and re-graded as jobs change. New employees and managers not educated about the system. No cross-correlation of other similar jobs in the organisation, leading to inconsistency Lack of transparency  Summary Job evaluation is the systematic and objective process of comparing one job to another within an organisation to arrive at different job levels. It does so without looking at individual characteristics, personality or performance. All job evaluation systems do the same thing, i.e. rank jobs according to complexity of work. Job evaluation systems assist with equal pay for work of equal value considerations. Many organisations have started to outsource the grading of their job descriptions to keep it professional and impartial. Job evaluation fails when jobs are upgraded without a corresponding change of job content. Job evaluation systems need to be maintained and audits should be done every few years to secure the integrity of the system. Make sure that all the leaders have a good understanding of the system you have chosen.