What should a robust job evaluation system accomplish?
Ensuring a fair and equitable job evaluation system is a key aspect in managing top talent in an organisation, according to a white paper from Strategic Pay.
It is a close second to remuneration when it comes to attracting, retaining, and motivating top talent, the paper said.
"You cannot underestimate the value and importance of job evaluation and how it contributes to organisation success," it added.
Job evaluation has been defined by Strategic Pay as a "systematic process for establishing the relative sizes of jobs by comparing jobs or content based on common criteria."
It focuses on the requirements of the position instead of putting premium on the current job holder's characteristics.
"This includes what the job value is based on and how it is justified by its contribution to the organisation's objectives," Strategic Pay said.
Many job evaluation systems that are available to HR professionals are generalised and based on overseas data that is irrelevant to New Zealand, according to Strategic Pay.
In order to say that an organisation's job evaluation system is efficient, the paper said it should be able to accomplish the following:
Strategic Pay has developed its own "10-Factor Job Evaluation Methodology" that meets the current and captures cultural competency.
Read more about Strategic Pay's job evaluation expertise in this free white paper.
