Conducting Job Evaluation: Job SIZE

[@akt7029]

Well organized and detailed video. Perfect. Loved it.

[@hrhubtalk]

Yes - thanks! Robert is exceptionally competent at this and so glad he decide to share!

[@tirthashetty530]

I'm just starting out, and this was really helpful. It's one of those moments where you fall in love with the subject because the teacher explains it so well, that it later turns out to be your passion or something you want to specialize in. Thanks!

[@hrhubtalk]

Hi Tirtha! This may be my favourite comment for my entire KZbin journey so far. I'm so glad it made a difference for you!

[@hrhubtalk]

Also... I'll share this with Robert. :)

[@marjorienyangweso7485]

Had an HR related issue as a practitioner, searched KZbin & got a very satisfactory response here, hence, I’m hooked. Thank you so much.

[@hrhubtalk]

Thanks Marjorie! I will pass the comment along to Robert.

[@souravcal81]

Job grade may not necessarily determine the actual payscale all the time. It is also determined by market forces of demand and supply

[@hrhubtalk]

True. There is additional considerations for positions that are in high demand.

[@rabaza1803]

Thanks for your video …and I’ve a question please …Is job grading structure is the base of building salary structure as I’m using same grades ?waiting for your reply

[@hrhubtalk]

Hi @rabaza1803. I'll try to answer your question with an explanation. So each job grade represents a level of skill, responsibility, complexity. (Those skills, responsibilities and complexity etc are established under job evaluation.) Jobs at a similar level are grouped into grades. And, getting to your question, grades are the basis of salary. For each grade a pay range is typically established with a minimum, midpoint and maximum. Hope that helps!

[@ayonikeokereke9854]

Thank you. A very detailed presentation. I got a better grasp of job evaluation.

[@hrhubtalk]

Thanks Ayonike

[@MbulaMatheka]

This is very detailed and clear. Very informative

[@hrhubtalk]

Thanks Mbula!

[@863Vegas]

Enjoyed the video... We previously used a custom point factor system from one of the big four. However, over time we found that assigning points involved a lot of subjectivity and as a result was often manipulated/gamed to increase points (i.e., managers inflate or overstate required knowledge, skills, abilities (KSAs) or education/experience). Given that there was not a huge spread in points between grades, a couple of "small" tweaks were often all it took to elevate a job, often times to a pay level that did not align with the market. That being said, point factor system is a decent systematic approach for positions that are unique to a company and/or where limited market data exists.

[@hrhubtalk]

Hey RiskeyGamble. I've share the comment with Robert - maybe he'll pipe up. Were you ever able to fix it? Did you try?

[@863Vegas]

@@hrhubtalk We did try to address and re-evalate the approach; primarily in the job design and education of the process to the business areas. We did not adjust the scoring matrix as we honestly felt the factors and methodology to be sound. For some jobs it was pretty easy to identify when certain factors were being artificially inflated (i.e., updated JD where the role is largely the same yet the education/experience significantly increased). Unfortunately, the biggest challenge is as mentioned in the video - valuing the job and not the incumbent in the role. As a result management often pushes back about the scoring model being subjective and understandably most VPs want to support their teams. As a result things can quickly get out of balance. I am seeing a trend with more and more companies offering SaaS models that simplify job matching and market pricing. As a result I have heard a lot of companies are simply defining their pay philosophy (lag, match, lead) and then matching to surveys descriptions and tweaking through the use of discount/premiums to determine the market value for their role. Don't get me wrong, there are still challenges with that approach as anyone who has spent a day in Compensation can provide examples of employees producing a single job posting they found online that "proves" their role is grossly undervalued.

[@hrhubtalk]

@@863Vegas That was a great reply. I learned things reading it! I'm curious as to how the SaaS's you describe address equity. As for employee proof that they are underpaid... it's human nature. :)

[@fizzagmm]

I structured the entire job evaluation grading scales based on performance task method assigning methods(dedication, interpersonal skills, and organisational skills), under those were factors that needed to be graded, having minimums that must be given so that no-one earns below their basics simultaneously an environment of profit for performance could be cultivated for those exceeding their benchmarks. I used something close to Hays because the grading scales were levels and in numbers. To note, this was a start-up, no training is given or could be sponsored. Since most start-ups are really fast faced, they expect their employees go out of their way to do all the literature and industry review and bring this assignment within the week's time. I am learning so much through this video and discovering how well employees can be manipulated and underpaid after a huge amount of work. :D

[@hrhubtalk]

Well fizzamemon... I'm pretty sure that manipulating and underpaying employees is NOT the purpose of job evaluation. 😬 I believe that fairness and equity is the goal! Of course, as with any human system, people can take advantage. Sounds like you have done some excellent work - especially if you are learning and implementing on your own!

[@fizzagmm]

@@hrhubtalk definitely not the purpose, is why I feel when employees go out of their ways, employers need to compensate well. But, in a hindsight, it built me so much. I still take it as one of my finest achievements. That demanding job developed me more than most training workshops put together.

[@hrhubtalk]

@@fizzagmm Your experience is aligned with the 70-20-10 rule. 70% of learning is on the job, 20% through mentoring and relationship and 10% through training!

[@LoustellaHebert]

Very useful information.

[@hrhubtalk]

Thanks! I realize I'm biased, but it WAS useful wasn't it?? 😁

[@a_carinojeddeahisaac633]

insightful

[@hrhubtalk]

Glad you liked it!

[@t-bone7988]

How do you determine the size of the job in practice?

[@hrhubtalk]

Hi there. I am not sure I understand the question. Do you mean the amount of work that is packed into a job?

[@t-bone7988]

No i just mean what i asked in the question based on the hay methodology to evaluate jobs.@@hrhubtalk

[@RobertMosley-tt3hm]

To learn a good quality job evaluation methodology (such as Hay) takes about three full days of training followed by lots of practice. You evaluate a job factor by factor using the methodology based on your understanding of the job and based on the content of the job description and based on your discussions with the line manager of the job. When you have scored each factor you then use the methodology to determine the overall size of the job, and then put that job into a grade based on the relative size.

[@hrhubtalk]

Thanks @@RobertMosley-tt3hm

[@t-bone7988]

Thanks Robert@@RobertMosley-tt3hm