EMPLOYEE MANAGEMENT & DEVELOPMENT

JOB ANALYSIS & JOB DESCRIPTIONS

 

Job analysis and development of accurate job descriptions support many critical aspects of an organization’s human capital management 

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• Recruitment of the correct candidate

• Establishment of competitive compensation

• Individual productivity and employee engagement

• Streamline of work processes and accountability

• Identification of training needs

• Compliance with labor laws and legislation.

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The list goes on. Regardless of the need, completing job analysis and developing accurate job descriptions is of the utmost importance and requires specific expertise and knowledge. THR continuously stays abreast of changes in legislation as well as industry best practices to ensure both the processes and resulting job documentation can withstand legal scrutiny and protect our clients, while supporting the backbone of their operations.

INTERNAL JOB EVALUATION

 

Job evaluation is a systematic process of determining the relative value of various jobs within an organization, and assigning jobs to a hierarchical index of job value. Effective job evaluation enables an organization to:

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• Provide fair pay to its employees

• Attract and retain its needed talent

• Identify duplication of tasks and gaps between jobs and function allowing it to make strategic alignment decisions

• Identify qualification requirements

• Place jobs in salary structures

• Maintain internal equity.

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At THR, we provide an unbiased approach to evaluation of an organization’s jobs.

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• We focus on only the job itself, not the person performing the job – something that can be very difficult to do if you are an employee of the organization

• We understand the effects a job evaluation process can have on the employees such as job insecurity or fear of pay cuts – so we assist in using an organization-wide involvement and continuous communication process helping to ease concerns and establish a sense of ownership from the results of the job evaluation

• We know the struggles that can occur with management involvement and we take a proactive approach from the onset to help ensure the cooperation needed for successful project completion

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We complete job evaluations using current industry best practices in alignment with the requirements of equal pay legislation such as the Fair Labor Standards Act and Equal Pay Act. Typically, job evaluations are completed after the job analysis and job descriptions are complete. THR employs both non-quantitative methods of evaluation such as job classification, as well as quantitative methods such as a job point-factoring which utilizes compensable factors to determine internal worth – a key to establishing an internally consistent compensation system that can serve as a strategic tool for the organization.

PERFORMANCE MANAGEMENT SYSTEMS

 

Performance management systems are driven by business needs, organizational culture and the system’s integration with other human resource management systems. There is not a “one size fits all” model. Effective Performance Management Systems:

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• Increase employees’ accountability of their on-the-job performance

• Provide a more objective tool for measuring employees’ success

• Provide a direct line of sight for employees to the strategic goals of the organization

• Improve success rates for reaching overall organizational goals

• Mitigate employment practice-related risks by linking evaluation to employees’ self-validated job descriptions

• Provide measurement for operational/business decisions, i.e., performance rewards, compensation, downsizing, etc.

• In addition, an organization’s performance management directly affects employee morale and attitude, thereby determining productivity and ultimately the success of the organization. In today’s workplace climate, performance management is crucial!

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THR designs performance management systems and tools to systematically produce meaningful, measured results for our clients. Contact THR to learn how we can create a Circle of Measured Success that produces the measurements and outcomes needed for optimal performance management and bottom-line influence!

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