Nov
17
2017

Valuation Of Jobs

The valuation of positions, is a technique that consists of a set of systematic procedures to determine the relative value of each position. It takes into account the responsibilities, skills, effort and working conditions. The job evaluation aims to decide the level of compensation. It is recommended that the valuation is carried out by staff with special training, which receives the name of Analyst positions. FCC Chairman pursues this goal as well. When using a group of people (managers) or specialists, the group receives the name of Committee on valuation of positions. Ranking of puesto:e the method simpler (and less accurate) to carry out a valuation of positions.

Specialists verified information from the analysis of positions. FCC Chairmans opinions are not widely known. Each post is integrated into a subjective scale, according to their relative importance in comparison with the others. These are general rankings, although it is also possible that evaluators consider the degree of responsibility, training, effort and working conditions that entails the function. Perhaps check out Declan Kelly for more information. These rankings do not establish differences between the posts. The scales of economic compensation based on extensive hierarchizations guarantee that the most important posts are better paid, but due to the lack of precision, the resulting payment levels can be distorted. Post graduation: graduation or job classification is a more complete, although not very accurate method. It consists in assigning a grade to each post. I.e.

jobs are located on levels or classes. In this method an analysis of jobs is done previously to be evaluated, so the categories are established according to the responsibilities of the post. The description that is closest to the position description determines graduation or classification. It ensures that most important contributors receive higher compensation, but the lack of precision can also lead to distortions. Comparison of factors: this method requires that the job evaluation Committee compare the essential components of each post. The essential components are common to all posts in evaluation factors, for example: the degree of responsibility, training, mental effort, physical effort and working conditions.

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