In Developing A Job Evaluation System Compensable Factors

Each job is rated using the job evaluation instrument. Are generally statistically derived.

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in developing a job evaluation system compensable factors

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Usually vary significantly across job evaluation systems.

In developing a job evaluation system compensable factors. Describe all aspects of the jobs being evaluated. Jobs are then grouped by total point score and assigned to wagesalary grades so that similarly rated jobs would be placed in the same wagesalary grade. Not only do these factors place jobs in the organizations job hierarchy but they also serve to inform job incumbents which contributions are rewarded.

It is like the organization is willing to pay based on certain must have competencies or other eligibility factors. In a sense choosing compensable factors is the heart of job evaluation. The job evaluation analyst begins by identifying compensable factors which are common across the jobs being evaluated.

Compensable factors are usually determined and defined based on the values and objectives of the organization. For example the skill category might be divided into experience education and ability. Are the characteristics of jobs that a firm values and chooses to pay for.

In developing a job evaluation system compensable factors. The points for each factor are summed to form a total point score for the job. Compensable factors can be simply understood as the criteria used to evaluate a job and on the basis of which salarywages of the employee is computed.

These compensable factors are the yardsticks used to determine the relative position of jobs. These 10 elements describe the specific job requirements in terms of compensable factors you can use these factors to gauge whether the job description properly captures the job and you can use these factors to help gauge the level of compensation that is appropriate as well as the exemptnonexempt status of the position. A job evaluation plan is a tool that helps your startup determine the internal value of a job in order to assign the appropriate salary levelthe job evaluation plan defines the compensable factors used to assess the relativity of jobs within an organization.

These are grouped in categories such as skill responsibilities effort and working conditions each with several subfactors.

Procedure For Establishing Point Method Of Job Evaluation Ppt