Hr Job Evaluation Analysis

1025 Words5 Pages
MGMT 315 Human Resource Management Point-factor job evaluation analysis Point-factor job evaluation analysis Contents The point factor job evaluation method 1 Point factor analysis for the Job Position – Software Engineer at ADCO 2 STEP 1: Job description and Job Specification 2 Job description: 2 Job specification: 2 STEP 2: Develop a list of critical factors and sub-factors for evaluation 2 STEP 3: Weigh each factor 2 STEP 4: Define the degrees of each factor and weigh each degree 3 Job assessment (In our example: Software Engineer Position) 4 STEP 5: Jobs are ranked based on total points 4 STEP 6: Job rank manual: 4 Conclusion: 5 References: 5 The point factor job evaluation method Firstly, the point factor job analysis method can be defined as a systematic and an analytical method in evaluating a job position. In other words, the point-factor job analysis method is a type of job evaluation, that basically breaks down the job into factors such as “knowledge required”, to which a set of questions are asked such as “level of education of candidate”, the answers to these questions are given a mark, and hence summed for each factor. However, each factor is given a weight based on its level of significance to the organization, which in turn decides the overall total score of that factor. All in all, the point factor method involves rating a job based on several compensable factors, eventually summing the total scores on each factor, where each factor has a distinct rating scale, hence deciding the overall rank of the job. As this was just a short summary of what is the point factor job analysis method, I will be assessing a job using this type of job evaluation step by step, further enhancing your understanding about this kind of job evaluation. Point factor analysis for the Job Position – Software Engineer at ADCO STEP 1:
Open Document