Dear Sakkiin,
Good effort. Much appreciated.
Slide 12 - You may like to include the below to make it more complete:
Recruiter - must know what a job demands in order to judge what kind of person to look for;
Trainer - must understand the job in order to determine what training would help a particular job holder to do it better;
Assessor - has to measure individual performance against the results the job is required to achieve, and agree further objectives in relation to them;
Career Planner - must appreciate what jobs involve in order to aid the development and placement of people against individual aspirations and company needs;
Organization Planner - builds plans for developing the organization on an understanding of the jobs that are and need to be done;
Job Evaluator - needs to weigh the difficulty and importance of a job in relation to other jobs in the organization without knowing what it consists of;
Line Manager - gets results through the work of subordinates and so must know and seek to modify where necessary the end results to which their efforts are directed;
Chief Executive - leads and motivates all the jobholders in the organization to achieve objectives, and to develop the organization to meet changing needs and ensure its continued existence; and
Jobholder - cannot do his job properly unless he knows what is expected of him in it, and who is not likely to show much enthusiasm unless he can see what the point of it is.
Slide 31 - An organization chart is usually used here.
The compensable factors for the Hay Guide Chart Method of Job Evaluation are:
Know-How: 1) Technical know-how 2) Management Breadth 3) Human Relations Skill
Problem Solving: 1) Thinking Environment 2) Thinking Challenge
Accountability: 1) Freedom to Act 2) Area of Impact 3) Nature of Impact
To be able to evaluate Know-How, you have to create a "Job Requirements" section in the JD which captures the following data:
The minimum entry-level requirements to perform a job competently:
Academic & Professional Qualifications
Example:
Degree holder with professional qualifications in Computer Science.
Experience
Example:
With at least 8-10 years of relevant experience in system programming.
As for Accountability, the "quantitative dimensions" of the job also need to be captured so that the evaluator would be able to evaluate the "magnitude" of the job. These data are usually captured under "Dimensions" for the following:
1. List the significant quantities on which your job has some direct or indirect impact.
2. Key measures:
People - No. of direct & indirect reports (actual numbers)
Financial - Annual budget, expenses, operating costs, project costs, annual income, revenue, sales turnover, annual payroll, etc. (actual monetary amount)
With these inclusions, your Job Analysis slides will be more complete.
Regards,
Autumn Jane