- Job evaluation and compensation

There are few who would disagree with the fact that sound personnel policies are important to any organization. This would include personnel policies and procedures for university faculty members as well as members of other organizations. This study was designed to analyze any change which had occurred in faculty personnel policies in selected southeastern and midwestern universities from 1972–73. Significant improvements were made in the areas of performance appraisal procedures, promotion systems, the use of position descriptions, and job evaluation systems. This is an encouraging trend in colleges and universities, and one that will hopefully continue to improve.

Download Full-text

‘O & M’ and Job Evaluation

Journal of the Staple Inn Actuarial Society ◽

10.1017/s0020269x0000832x ◽

1970 ◽

Vol 19 (02) ◽

pp. 103-113

Author(s):

J. G. Cuthill

Keyword(s):

Job Evaluation ◽

Office Equipment

An Organization & Methods department is essentially advisory and should not have authority tomakeother departments adopt its recommendations. It is also consultative and cannot investigate any field of activity without an express invitation from whoever is responsible for that activity. It can of course always ask to be invited!Organization and Methods is basically an examination into all aspects of a clerical organization, its methods and procedures and related activities.‘Organization and Methods’ can be applied to:Office equipment:Studying the machines and equipment available, and advising on equipment most suitable.Office accommodation:Considering requirements for accommodation and how the best use can be made of the space available according to the nature of the work of individuals.

Download Full-text

Participative Job Evaluation

Compensation Review ◽

10.1177/088636877700900404 ◽

1977 ◽

Vol 9 (4) ◽

pp. 29-38 ◽

Cited By ~ 1

Author(s):

James F. Carey

Keyword(s):

Job Evaluation

Download Full-text

The analysis of an experimental job evaluation system as applied to enlisted naval jobs.

Journal of Applied Psychology ◽

10.1037/h0060987 ◽

1954 ◽

Vol 38 (4) ◽

pp. 233-237

Author(s):

E. J. McCormick ◽

Willard E. North

Keyword(s):

Evaluation System ◽

Job Evaluation

Download Full-text

The effects of rater training, job analysis format and congruence of training on job evaluation ratings

Journal of Business and Psychology ◽

10.1007/bf01020707 ◽

1989 ◽

Vol 3 (4) ◽

pp. 387-401 ◽

Cited By ~ 1

Author(s):

Douglas F. Cellar ◽

John R. Curtis ◽

Kim Kohlepp ◽

Patricia Poczapski ◽

Sameena Mohiuddin

Keyword(s):

Job Analysis ◽

Job Evaluation ◽

Rater Training

Download Full-text

APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW

Roczniki Administracji i Prawa ◽

10.5604/01.3001.0015.6083 ◽

2021 ◽

Vol specjalny (XXI) ◽

pp. 139-146

Author(s):

Krzysztof Walczak

Keyword(s):

Personnel Management ◽

Trade Unions ◽

Employment Law ◽

Job Evaluation ◽

Work Council ◽

Employment Restructuring ◽

Basic Features

The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in accordance with one of the universal methods. This gives the basis for comparison between different organizations. As far as employment restructuring is concerned, its efficiency, according to the Author, comes from the substantive knowledge of employees` representatives about management processed. So such a partner should be trade unions with expert resources or, in the absence of such organisation, a work council.

Download Full-text