Do you think that job analysis and job evaluation will benefit Customers First?
Yes! I think job analysis and job evaluation and job evaluation will benefit Customers First. Job analysis refers to the systemic process of gathering, documenting, as well as analyzing the information so as to describe the jobs. Job analysis aims at creating the right fit between the employee and the job. Job analysis helps in developing the job description (Martocchio, 2015, p.). The job description and requirements will be provided by the job analysis for Customers First. Job analysis uses such methods as questionnaires and theses in identifying the qualities of the various employees in the organization (" Job Description, Performance Appraisal, Job Evaluation, and Job Design," n.d ., p. 209). On the other hand, a job evaluation systematically recognizes the differences in the relative worth among the job sets and then establishes the pay variances accordingly. Customer First will be able to evaluate the jobs based on their content before ordering them based on their significance level. By performing the job analysis, Customer First will be able to describe the required job which is done by the corporate social responsibility and ensure that they are doing the right thing. Deborah will then be able to determine whether the skills possessed by the employees will enable them to get the right kind of job. Besides, Customer First may use both of these practices to help level out cases of pay inequalities for its employees. Deborah is doing her part because she is ready to share her findings on the job analysis with the supervisors which will help in carrying out organization activities.
Why or why not? What is your opinion of Joan's view on a job analysis and job evaluation?
Personally, I disagree with the point of view of Joan concerning job analysis and evaluation. It will be unfair to have many workers in the same organization but earn differently. Joan’s perspective on a job analysis and evaluation may take time for employee recruitment. This shows that Joan is trying to avoid facing the mistakes being made by the company. Customer First should realize that, at the moment, the employees are not getting the best as they are. As a result, Joan should be ready to face the reality of the company’s mistakes and communicate with the senior management in coming up with the best ideas of solving them. Also, Deborah’s ideas form the blueprint of the necessary changes required at Customer First. Using job analysis and job evaluation is one of the most significant ways of coming up with the right solutions.
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What do you recommend the compensation professionals at Customers First do? Why?
My recommendation is that Customer First should keep the job evaluation and job analysis. Both of them have to be clear and assist in solving the payment and remuneration issues for the employees. Besides, Joan should be ready to consider the point of view of Deborah concerning job evaluation and job analysis. Deborah’s ideas are very important and if the company fails to address it, it may lead to its failure. The company has to make sure that employees at the same level earn the same amount of salaries. On the other hand, those with higher positions as well as better performance and working hard; efforts should be made to ensure that they move higher and earn more in the process.
References
Job Description, Performance Appraisal, Job Evaluation, and Job Design. (n.d.). Job and Work ANALYSIS: Methods, Research, and Applications for Human Resource Management , 177-216. doi:10.4135/9781483329505.n7
Martocchio, J. (2015). Strategic compensation: a human management approach (9th ed.). Hoboken: Pearson Inc.
Thomas, J. C. (2015). Task Analysis, Job Analysis and Job Modeling. Oxford Clinical Psychology . doi:10.1093/med:psych/9780195385496.003.0004
