Can someone help me step by step how I can do a job evaluation. I have never been exposed to one and am questioning how scores are made, who ndetrmines the score? Thank you all Nebmuk
From Zimbabwe, Harare
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1From Zimbabwe, Harare
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Job Evaluation Guidance Needed
Can someone help me step by step on how I can do a job evaluation? I have never been exposed to one and am questioning how scores are made, who determines the scores, and where do I start? Our company secretary feels he is at the same level as directors because he sits on the board with them taking minutes. What do you think?
Thank you all.
Regards,
Nebmuk
From Zimbabwe, Harare
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Can someone help me step by step on how I can do a job evaluation? I have never been exposed to one and am questioning how scores are made, who determines the scores, and where do I start? Our company secretary feels he is at the same level as directors because he sits on the board with them taking minutes. What do you think?
Thank you all.
Regards,
Nebmuk
From Zimbabwe, Harare
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Can someone help me step by step on how I can do a job evaluation? I have never been exposed to one and am questioning how scores are made, who determines the scores, and where do I start.
Company Secretary's Role
Our company secretary feels he is at the same level as directors because he sits on the board with them, taking minutes. What do you think?
Thank you all,
Nebmuk
From Zimbabwe, Harare
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Company Secretary's Role
Our company secretary feels he is at the same level as directors because he sits on the board with them, taking minutes. What do you think?
Thank you all,
Nebmuk
From Zimbabwe, Harare
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I'm Khin. I'd like to share our experience on the evaluation of the employees in our organization. There are three main areas to review:
Experience in Work:
How long has he/she been in the organization and the current position?
Performance in Work:
What are his/her extraordinary performances?
Learning Growth:
What about technical and soft skill trainings or any other learning?
Even if he/she has experience but does not show their performance and/or has no learning growth during the period we viewed, how do you think?
Please look into these three areas to see more on their value in work.
Regards,
KMH
From Singapore
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Experience in Work:
How long has he/she been in the organization and the current position?
Performance in Work:
What are his/her extraordinary performances?
Learning Growth:
What about technical and soft skill trainings or any other learning?
Even if he/she has experience but does not show their performance and/or has no learning growth during the period we viewed, how do you think?
Please look into these three areas to see more on their value in work.
Regards,
KMH
From Singapore
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Hay method of job evaluation.pdf
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