Week 8 Assignment Shannon Parks Marilyn Fitzpatrick BUS 409 May 27, 2012 1. Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis is a way for a company to gather, document and analyze different information so that the company can describe the different jobs that are within the company. A job analysis will tell the content of the job duties the requirement of the workers and what the conditions that the worker will be in. Job evaluation is what a company uses to recognize the differences in the relative worth between jobs and by using this it will help establish pay differentials.
This will help to gain a census of the problems involving the employee's. Provides the reason for the changes of the turnover rate or loss of employees and morale or happy workers. In this data set it will show the positive and negative effects of the workplace environment and hours worked, efficiency of training, degree of pay, equality of treatment, inner office communication and job protection. This study will also show the area the employee worked in and how long they have worked in that position. It also will show the status of their gender (male or female) and determined if a manager or supervisor took the survey.
Question 7 used the ordinal scale to rank how common or important the situations were to them. Question’s 8 and 9 again used the interval scale to determine how the employee felt about the situation. Lastly, question 10 was an open ended to gain insight into how the employee more aptly felt about the companies organization regarding paperwork and report handling. The questions were formulated in such a manner, not necessarily for numerical value. But to determine the employees honest opinions regarding the situation.
It also covers job description which describes the duties and responsibilities of your post. Pay which describes pay rate, any enhancements, possible pay rises. Training which describes what training is relevant in your job role and what training could be available to you within your time with the company. If at any time the contract is broken it could lead to dismissal. 6.
Employee Portfolio: Management Plan Jackie Clayton University of Phoenix MGT/311 November 19, 2012 Kevin P. McCoyd Employee Portfolio This paper will discuss how employee’s characteristics affect the organization and recommendations for additional assessments. With any employee, different personalities and characteristics can be beneficial or damaging to an organization. At Riordan Manufacturing, our goal is to provide a superior service to our customers. To accomplish our mission, employee satisfaction is the key to providing superior customer service. Another issue is the relationship between employee and employer.
25% Total You must pass this course with an overall grade of 80% or better. Your GradeBook for this course is located in MyMathLab, not in http://betsymccall.net/prof/courses/spring06/devry/springa/114syllabus.htm# 100% 8/12 8/25/2014 Math 114 Syllabus eCollege! You can access the eCollege GradeBook for comments about your weekly TDA performance, and the points earned on the TDAs for each week. However, the GradeBook in eCollege will only record your TDA performance – all your grades for this course are compiled and maintained within the MyMathLab GradeBook. Please be advised that a passing grade for Algebra for College Students is an 80% B or better!
Documentation includes a doctor’s note, notes from employers on their letterhead, police reports, jury summons, and the like. Documentation of an absence must be presented within one week of the absence (or your return to class), or the absence will be considered undocumented. If you are sick or in the hospital and will be absent for an extended period of time, you should have someone contact me so I will know you are still in the class. The instructor reserves the right to consider the absence documentation unacceptable. The second instance of an undocumented absence results in a reduction of your total points for grading by 100 points.
Marks will be deducted for lateness at the rate of 10% of the possible mark per working day, exhausting all possibility of any mark in two (2) weeks. Students should endeavour to be punctual for class as late arrivals disturb presentations and lectures. During class, mobile phones are to be switched to silent. Use of lap top computers and tablets (eg. iPad) are only to be used for class related activities.
Five key components of total reward program can be briefed in the following manner. 1.1 Compensation Compensation system Total Rewards Program relies on four verticals such as fixed pay, variable pay, short term incentive pay and long term incentive pay. 1.2 Benefits According to Total Rewards Program there can be four types of benefits such as Pay for Time Not Worked, legal facility, Health & Welfare and Retirement. 1.3 Work-life Total Rewards Program includes seven categories such as work place flexibility, paid and unpaid time off, health & wellness support, community involvement, caring for dependents, culture change initiative and financial support in order to support work life effectiveness. 1.4 Performance & Recognition Performance of an employee depends on
Job Analysis Dannielle Schilling Industrial/Organizational Psychology PSY/435 February 08, 2012 Stephen McLaughlin Job Analysis The purpose of a job analysis is to study and evaluate jobs and their descriptions. Further an analysis describes the qualifications to fulfill a position and the characteristics necessary of the workers who will do it. For example, what are the tasks of a job? What are the characteristics of the personal who will perform the job? Two different characteristics of a job analyses exists; the job-oriented and the person-oriented (Spector, 2008).