Conducting Job Evaluation: Job SIZE
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- čas přidán 1. 07. 2024
- Compensation is possibly the most important thing HR has to get right. Underpay people and they'll be unhappy or leave. It's also wrong. Overpay people and EVERYONE is going to want a raise to match and your compensation costs are going to rise.
Job evaluation is how we make sure employees are paid fairly and equitably based on some rational means of comparing. It's not about how the wind is blowing today. And it's foundational to HR.
Robert Mosley, worked for Hay (the leading job evaluation methodology) and walks us through how we size a job. Here's a sample of what you'll learn in this episode:
🟰 Job evaluation and sizing are the same thing.
#️⃣ 'Sizing' is assigning points to jobs and 'grading' is lumping ranges of points together for an manageable compensation system.
4️⃣ There's four common job sizing methodologies. Pick one and use it. It might seem expensive up front, but it manages the risk of getting comp wrong.
0:00 Intro
1:14 What is job evaluation?
2:38 Sizing versus grading
4:28 What about the person and the job market?
10:20 Getting to compensation after sizing and grading
11:30 Sizing methodologies
15:01 Inputs to the process
16:11 Do you have to update the job description?
17:14 Who should do it
19:45 The output
21:36 Final advice (and it's good!)
Find Robert at robert@lemon-pip.com
Find me (Andrea) at www.thehrhub.ca. I'm an HR consultant as well as CZcamsr and provide a wide range of consulting support.
![What is a Job Evaluation? Definition, Process, & Strategy [2023]](http://i.ytimg.com/vi/4MAqVxrkkiU/mqdefault.jpg)
This is very detailed and clear. Very informative
Thanks Mbula!
Thank you. A very detailed presentation. I got a better grasp of job evaluation.
Thanks Ayonike
I'm just starting out, and this was really helpful. It's one of those moments where you fall in love with the subject because the teacher explains it so well, that it later turns out to be your passion or something you want to specialize in. Thanks!
Hi Tirtha! This may be my favourite comment for my entire CZcams journey so far. I'm so glad it made a difference for you!
Also... I'll share this with Robert. :)
Well organized and detailed video. Perfect. Loved it.
Yes - thanks! Robert is exceptionally competent at this and so glad he decide to share!
Had an HR related issue as a practitioner, searched CZcams & got a very satisfactory response here, hence, I’m hooked. Thank you so much.
Thanks Marjorie! I will pass the comment along to Robert.
Very useful information.
Thanks! I realize I'm biased, but it WAS useful wasn't it?? 😁
Enjoyed the video... We previously used a custom point factor system from one of the big four. However, over time we found that assigning points involved a lot of subjectivity and as a result was often manipulated/gamed to increase points (i.e., managers inflate or overstate required knowledge, skills, abilities (KSAs) or education/experience). Given that there was not a huge spread in points between grades, a couple of "small" tweaks were often all it took to elevate a job, often times to a pay level that did not align with the market. That being said, point factor system is a decent systematic approach for positions that are unique to a company and/or where limited market data exists.
Hey RiskeyGamble. I've share the comment with Robert - maybe he'll pipe up. Were you ever able to fix it? Did you try?
@@hrhubtalk We did try to address and re-evalate the approach; primarily in the job design and education of the process to the business areas. We did not adjust the scoring matrix as we honestly felt the factors and methodology to be sound. For some jobs it was pretty easy to identify when certain factors were being artificially inflated (i.e., updated JD where the role is largely the same yet the education/experience significantly increased). Unfortunately, the biggest challenge is as mentioned in the video - valuing the job and not the incumbent in the role. As a result management often pushes back about the scoring model being subjective and understandably most VPs want to support their teams. As a result things can quickly get out of balance. I am seeing a trend with more and more companies offering SaaS models that simplify job matching and market pricing. As a result I have heard a lot of companies are simply defining their pay philosophy (lag, match, lead) and then matching to surveys descriptions and tweaking through the use of discount/premiums to determine the market value for their role. Don't get me wrong, there are still challenges with that approach as anyone who has spent a day in Compensation can provide examples of employees producing a single job posting they found online that "proves" their role is grossly undervalued.
@@863Vegas That was a great reply. I learned things reading it! I'm curious as to how the SaaS's you describe address equity. As for employee proof that they are underpaid... it's human nature. :)
I structured the entire job evaluation grading scales based on performance task method assigning methods(dedication, interpersonal skills, and organisational skills), under those were factors that needed to be graded, having minimums that must be given so that no-one earns below their basics simultaneously an environment of profit for performance could be cultivated for those exceeding their benchmarks. I used something close to Hays because the grading scales were levels and in numbers. To note, this was a start-up, no training is given or could be sponsored. Since most start-ups are really fast faced, they expect their employees go out of their way to do all the literature and industry review and bring this assignment within the week's time. I am learning so much through this video and discovering how well employees can be manipulated and underpaid after a huge amount of work. :D
Well fizzamemon... I'm pretty sure that manipulating and underpaying employees is NOT the purpose of job evaluation. 😬 I believe that fairness and equity is the goal! Of course, as with any human system, people can take advantage. Sounds like you have done some excellent work - especially if you are learning and implementing on your own!
@@hrhubtalk definitely not the purpose, is why I feel when employees go out of their ways, employers need to compensate well. But, in a hindsight, it built me so much. I still take it as one of my finest achievements. That demanding job developed me more than most training workshops put together.
@@fizzamemon1765 Your experience is aligned with the 70-20-10 rule. 70% of learning is on the job, 20% through mentoring and relationship and 10% through training!
How do you determine the size of the job in practice?
Hi there. I am not sure I understand the question. Do you mean the amount of work that is packed into a job?
No i just mean what i asked in the question based on the hay methodology to evaluate jobs.@@hrhubtalk
To learn a good quality job evaluation methodology (such as Hay) takes about three full days of training followed by lots of practice. You evaluate a job factor by factor using the methodology based on your understanding of the job and based on the content of the job description and based on your discussions with the line manager of the job. When you have scored each factor you then use the methodology to determine the overall size of the job, and then put that job into a grade based on the relative size.
Thanks @@RobertMosley-tt3hm
Thanks Robert@@RobertMosley-tt3hm