HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

670 ❚ Rewarding peopleTable 44.1continuedScheme Characteristics Advantages Disadvantagesmatching the jobdescription with thegrade description(job slotting).generalized that they arenot much help inevaluating borderlinecases or makingcomparisons betweenindividual jobs; doesnot provide a defencein an equal value case.Ranking Non-analytical – whole Easy to apply and No defined standards ofjob comparisons are made understand. judgement; differencesto place them in rankbetween jobs notorder.measured; does notprovide a defencein an equalvalue case.Internal Jobs or roles are Simple to operate; Relies on a considerablebenchmarking compared with facilitates direct amount of judgement andbenchmark jobs that comparisons, especially may simply perpetuatehave been allocated into when the jobs have been existing relativities;grades on the basis of analysed in terms of a dependent on accurateranking or job classification set of common criteria. job/role analysis; mayand placed in whatevernot provide a defence ingrade providesan equal value case.the closest match of jobs.The job descriptions maybe analytical in thesense that they covera number of standardand definedelements.Market Rates of pay are aligned In line with the belief Relies on accuratepricing to market rates – internal that ‘a job is worth what market rate informationrelativities are therefore the market says it is which is not alwaysdetermined by relativities worth’. Ensures that pay available; relativitiesin the market place. Not is competitive. in the market may notstrictly a job evaluationscheme.properly reflect internalrelativities; paydiscriminationmay beperpetuated.