RSS

#Job #Evaluation : #Point #Method.

31 May

Point Method method is used for job evaluation.

Job evaluation is a systematic method by which compensation professionals ( C&B) compare jobs to determine pay rates that are internally equitable and externally competitive.

The point method is a widely used technique in which factors that are important to the job are rated numerically.

It helps in evaluating jobs by giving a detailed, analytical and quantitative evaluation.

It identifies certain number of factors i.e. various characteristics of jobs and the determining degree to which the ease of such factors is present in the job. Each degree is assigned a different number of points of different factor.

Steps involved in point method:

1. Determining the type of a job: The jobs range from top senior position to watchman level. Each involves different skills, responsibility, efforts and working conditions. Unskilled jobs have a separate evaluating programme for them.

2. Selection of factors: A factor is the differentiating feature of a job. The following should be kept in consideration for selecting a factor:

a. Factors must be ratable

b. Limited number of factors

c. Factors should not overlap in meaning

d. It must meet both employer and employee standards

There are mainly 4 Main job characteristics:

a. Skills: Education, work experience, training, expertise, judgement.

b. Responsibility: Machinery used, raw material used, work quality, output quality.

c. Effort: Physical and mental effort.

d. Working conditions: Work environment, accident hazard, discomfort.

3. Construction of factor scales: The next step is to construct a factor scale. It will include:

a. Relative value of each factor

b. Degree of each factor

c. Assigned point values to each factor

4. Evaluation of jobs: After the construction of factors scale, the evaluation of tasks can be started. Job analysis information should be read carefully and it should be compared with degree definitions. At which degree the job falls needs to be decided. It should be done with all the factors and total points should be added up.

5. Conducting the wage survey: After getting the worth of jobs in terms of points it should be converted to money value. A wage survey must be conducted to know what wages are being given in the industry.

6. Design the wage structure: After taking the wage survey the management decided to form a wage structure. There are 2 types of wage structure:

a. In the first kind, the wages are being paid to each job falling in any particular job class. The rates do not vary within a job class.

b. In the second kind, the wage changes not only between different job classes but also within the job classes.

Example of Point Method to hourly paid manual staff

The above table shows how point method is used to evaluate jobs.

If you want to try this just click on the below 👇 link for getting how point method can be used easily

https://bizfluent.com/about-5664102-point-method-job-evaluation-example.html,

 
Leave a comment

Posted by on May 31, 2018 in Being HR

 

#Stay #Interviews : Mastering it

29 May

I read this article and found it interesting to share. Let’s us first understand what are Stay Interviews
Stay interviews are conducted to help managers understand why employees stay and what might cause them to leave.

Source LinkedIn

It is a periodically performed one-on-one meeting between a manager and an employee.

Stay Interview vs Exit Interview
The stay interview is preferable to an exit interview because, in a stay interview, you ask current employees why they continue to work for your organization. At the exit interview, it’s too late to identify and solve the problems or help your exiting employee accomplish the goals he or she is leaving to obtain.

How to Master the Art of Stay Interview. Refer the link below. It’s a detailed article published on hrdive

https://www.hrdive.com/news/how-hr-can-master-the-art-and-science-of-stay-interviews/522862/

 
Leave a comment

Posted by on May 29, 2018 in Being HR

 

#HR #Word: #Picketing

24 May

Picketing is a form of protest in which people (called picketers) congregate outside a place of work or location where an event is taking place. Often, this is done in an attempt to dissuade others from going in (“crossing the picket line”), but it can also be done to draw public attention to a cause.

Source: atlaintownpaper

The unionized workers who are involved in picketing are called pickets.

They involve in picketing mainly because they have some disagreements with the employer.

Picketing is lawful only if it approved by a majority vote in the union. Also workers in a picket line need to be peaceful and it is unlawful for them to force people to not enter the premises of the employer. The main purpose of picketing is to pressurize the employer to agree to the demands of the union workers or to bring to the notice of the employer the grievances of the union workers.

Picketing is allowed only to those employees who work at the workplace outside which they picket. For example a business may operate from various locations however workers can picket only outside the location where they work or where their unions are certified. They cannot picket outside other locations of business of the employer.

There are three types of picketing:

1) Informational Picketing: When pickets inform people about the concern of their union to the public.

2) Mass Picketing: When pickets try to gather as many people as possible in the picket line in order to show the employer that their cause is supported by a large majority of people.

3) Secondary Picketing: When pickets try to stop suppliers of the employer like lorry drivers etc from delivering supplies to the employer.

4) Flying Picketing: When workers involved in an industrial action move from one workplace of the employer to another to picket them. This type of picketing is unlawful.

Source wikipedia

 
Leave a comment

Posted by on May 24, 2018 in HR Word of The Day

 

Tags: , , , ,

#Linkedin New Feature: #Find #Nearby

15 May

LinkedIn is testing yet another new feature. This time it wants to help you connect with people who are nearby – in meetings, conferences, and events.

Wth “Find Nearby,” LinkedIn wants to help you connect with the people you meet during meetings, conferences, and events.

If you have attended conferences or industry events, you have no doubt tried, successfully or not, to connect with the people you met, talked to, or listened to on stage. However, catching a name, and finding the right person on social media can sometimes be tricky. “Find Nearby” is the ultimate tool to network.

The tool can also help you connect with people you have seen but not talked to at events…

“Find Nearby” uses your device’s Bluetooth to work and “scan” the people around you. Of course, all users would need to activate the feature to be discoverable. Once activated, you can choose to let people nearby discover you, for the next one to three days – or forever – which, in LinkedIn’s terms, means weekdays, 9am-5pm.

Try out.

Source: https://wersm.com

 
Leave a comment

Posted by on May 15, 2018 in Uncategorized

 

#Recruiter Guide to #Chrome #Extensions

15 May

If you already use Chrome Extensions, you know they are an easy, inexpensive way to streamline your most frequent recruiting tasks. If you’re new to the world of Chrome Extensions, then welcome to your new favorite way to make the most out of your workday.

Refer the below Link for detailed List of extensions

https://theundercoverrecruiter.com/chrome-extensions-for-recruiters/

Follow Undercover Recruiter on Twitter @undercoverRec

 
Leave a comment

Posted by on May 15, 2018 in Uncategorized

 

The #Evolution of #Employee: Past & #Future

23 Apr

Today’s employees have come a long way. In the last few decades, the workplace has changed in many ways, and so have workers. Employees are no longer just cogs in the engines of industry; they’ve transformed themselves into a company’s most valued assets. With the right talent, companies are achieving more now than ever before.

The career paths of our grandparents are also long gone. Very few people work for the same company for 40, 20, or even 10 years like they used to. In previous times, employees were content to climb the corporate ladder within a single company, and happy to work the long hours necessary to slowly make their way up the ranks. Now they’re forging their own career paths, switching companies and even industries as they choose.


Source: eskill.blog

 
Leave a comment

Posted by on April 23, 2018 in Being HR, Uncategorized

 

#HRWord :#Performance #Prism 🔺

04 Mar

Is your organisation getting what it needs from its existing performance measurement system? ,🙄

3 major reasons why a new framework is needed to replace first generation models, such as the balanced scorecard and the performance pyramid:

  1. It is no longer acceptable or even feasible for organisations to focus solely on the needs of one or two stakeholder groups. Most performance measurement frameworks focus on the needs of the owners, and possibly the customers of an organisation. Other stakeholders such as employees and suppliers tend to be forgotten about.
  2. Most performance measurement frameworks ignore the changes that must be made to the organisation’s strategies, processes and capabilities in order to meet the needs of stakeholders. It is assumed implicitly that if you measure the right things, the rest will fall into place automatically. This is often not the case.
  3. Stakeholders must contribute something to the organisation. There is a ‘quid pro quo’ between the organisation and its stakeholders – stakeholders expect something from the organisation – but the organisation also wants something in return. Performance measurement should consider whether such stakeholders are delivering what the organisation wants from them.

The five🖐️ facets of the prism
The Performance Prism aims to manage the performance of an organisation from five interrelated ‘facets’:

Source accaglobal

  1. Stakeholder satisfaction – who are our stakeholders and what do they want?
  2. Stakeholder contribution – what do we want and need from our stakeholders?
  3. Strategies – what strategies do we need to put in place to satisfy the wants and needs of or our stakeholders while satisfying our own requirements too?
  4. Processes – what processes do we need to put in place to enable us to execute our strategies?
  5. Capabilities – what capabilities do we need to put in place to allow us to operate our processes?

The Performance Prism, originated from Cranfield University, is a consequential development of the Performance Management framework.

Its key advantages over previous frameworks are considerations of the wants and needs of the stakeholders, and exclusively, what the company wants and needs from its stakeholders? By doing this, a mutually satisfactory relationship with each stakeholder is explored.
The Performance Prism presents an innovative and practical solution to this phenomenon and provides the answers to contemporary managing-with-measures challenges.

It puts key stakeholders, and managing the organisation’s relationship with each of them, centre stage with a novel framework. And, unlike some other approaches to the subject, it provides a level of granularity that allows you to implement it successfully.

 
Leave a comment

Posted by on March 4, 2018 in HR Word of The Day

 
← Older posts
 
%d bloggers like this: