By Frans Poels
ISBN-10: 0749422807
ISBN-13: 9780749422806
Proper to either group of workers and line managers, this article presents step by step assistance on constructing a role evaluate method and wage constitution. special suggestion is given on present equipment, instruments and methods. each point of the topic is roofed intimately, together with: constructing automated platforms; rating jobs; integration performance-related pay; making a versatile wage constitution; and enforcing a pay coverage. a listing of definitions and the EC's Code of perform on equivalent Pay also are integrated.
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Strategic issues The strategic issues/actions resulting from the purpose of the organisation are shown in the outline. This information may be a translation or a summary of the strategic plan. Budget This summary provides important figures from the budget of the organisation and its departments. These figures concern the present situation and the long term. 38 Job evaluation and remuneration strategies In Appendix 6 a sample is provided of a survey of the business characteristics of a publishing firm, a subsidiary of a large publishing group.
12 Comparison of profiles versus total score For the composition of the profile several conclusions can be drawn. ᔢ In the case of two subordinate jobs the higher job will also show a higher ACC score in the long profile. This score reflects that the higher job is ‘more accountable for end results’ than the lower job. ᔢ As the job is located lower down the hierarchy, the percentage ACC decreases, whereas the percentage KH increases. ᔢ The composition of the long profile indicates whether a job is a staff or line position.
In the case of a line job the emphasis is on ACC, whereas for a staff job the KH percentage is relatively high. ᔢ A manager at a higher level scores a higher percentage for PS and ACC and a lower percentage for KH than a manager at a lower level. The former is more like a generalist, whereas the latter is in general more like a specialist. ᔢ In supporting and research jobs the emphasis is on KH and PS. The percentage score ACC will be lower in these jobs. ᔢ The extent of the influence of supporting jobs on the decisionmaking process of line management (co-management) is reflected in the percentages for ACC of both types of jobs.
Job Evaluation and Remuneration Strategies: How to Set Up and Run an Effective System by Frans Poels
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