Factors into account point method (point method) is a complex quantitative job evaluation techniques. It requires determining: a. multiple pay elements, each element should be divided into several levels; b. the level of these factors are the realities of the work. Therefore, if your job includes five levels, and assumes that each position to determine the different points each level value, then, as long as the average remuneration of the post elements identified by the Commission (and responsibility) of the level, you can each pay elements plus the total point value, and reached a total point value of each position. The result is a quantitative analysis of each job point value derived. Point value method is clearly the most widely used job evaluation method.
1. Factors into account point method steps
1) determine the family to evaluate the level
Because of very different jobs in different departments do not normally use a point value assessment program to evaluate the organization of all positions. So Step 1 is usually divided into functional families, such as administrative positions, sales positions, etc., for each job family, the Committee generally to develop a program.
2) to collect job information
Including job analysis, job description and job description development
3) Select the remuneration elements
Select the compensation elements, such as education, health needs or technology (usually a different level has different rewards ethnic elements).
4) define the elements of remuneration
Carefully define each element of remuneration to ensure that evaluation committee members when in the application of these elements is consistent. The following table gives some examples of definitions. Usually made by the human resources experts to define.
5) determine the factor levels
Determine the level of each factor, the evaluator can assess the elements of each job level or the number of elements. Therefore, the "complexity" factor, you might be divided into from the "repetitive action" to "creative action" these grades. The level of each factor, including no more than 5 to 6, the actual level depends on the number of evaluators in the evaluation of needs. Therefore, if all employees not in the quiet, air-conditioned office, is noisy, hot shop work, then the "working conditions" may simply be divided into two elements. Not every element are subject to the same level number, level number should be limited to clearly distinguish between the level of the post.
6) to determine the relative value of elements
This step is required to determine the weight of each element. This step is important, because for different jobs, some elements more important than other factors. Therefore, administrative staff, the "psychological needs" an important factor is much higher than the right to "physical requirements"; the positions of the workshop, it is likely the opposite.
Therefore, the next step is to determine fairly the value of each element, or "weight." This is usually accomplished by the Evaluation Committee. Evaluation Committee examine the definition of elements and their hierarchy, and then decided that each job family in the weights of the elements. One Method is given below:
Elements of the sequence assignment 100% of the maximum, and then the first element of the relative importance of the second highest percentage of sequence elements determining the assignment, and so on. For example:
100% of decision-making
85% solution
Knowledge 60%
The sum of the assignment (in this ratio: 100% +85% +60% = 245 percent). Then the following method to 245% into 100% value:
Decision 100 梅 245 = 40.8%
Solve the problem 85 梅 245 = 34.7%
Knowledge of 60 梅 245 = 24.5%
7) determine the elements and the elements of grade point value
Step 6 has been identified in various elements of the weight percentage of the form, it is shown in the following table to determine the point value of each element. For example, suppose the total project value of 500 points, while the "decision-making" elements of the weighting for 40.8%, so it's point value is 40.8% 脳 500 = 204.
Next is the 204 point in the "decision-making" elements of the internal distribution. This means that the highest level of decision-making capacity of the point value of 204. Then determine the maximum element of arithmetic form factor, etc., etc., and the lowest point value. For example, the use of grade number 5, except 204, tolerance is 40.8. So the minimum value of 41 points, etc.; second-82, and so on, the last first-class that is the highest point value such as 204. Each element can be similar to the deal.
8) the preparation of job evaluation guide
Point value of a jobs program for the last step is the preparation of "points value guide" or "job evaluation guide." This step is to set the elements and levels, point values compiled into a user-friendly guide.
9) Post column, etc.
Once the preparation of a good manual, you can begin evaluation of the actual position. Reviewers (usually Job Evaluation Committee), commonly used job evaluation manual jobs out, etc.. Each position are based on their job description and job description, according to the compensation factors are evaluated to determine its point value. First Evaluation Committee to decide how to factor in the grading of all positions. And then determine the corresponding point value, etc.. Finally, the point value of all elements of sum, gets the job total point value. Assessment are usually the first evaluation of key positions, consensus evaluation of the post after the rest of the tribe's position.
2. "Simplified" factors into account point method
Point value system to establish the post was clearly a time-consuming process. Therefore, many organizations developed a standard point value plan, and has been used by thousands of organizations use or adaptation. The program includes a number of established positions and levels of remuneration elements of the definition and the point value, and when used without or almost without amendment. A survey of U.S. companies shows that: 90% of the surveyed companies successfully use the ready-made point value assessment program.
3, factor into account the advantages and disadvantages point method
Factors into account point method has its advantages: it is an easy interpretation and evaluation of quantitative evaluation techniques; but on the other hand, a point value evaluation program is difficult, which is why many organizations ready to take the reasons for the program. In fact, this ready-made program for the reliability of job evaluation to some extent still problematic.
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