Job Evaluation for a Human Resource Manager

Job evaluation for a Human Resource Manager

Job evaluation is a systematic approach used for defining the relative value or worth or size of job or duties and responsibilities in an organization in order to establish internal relativity and provide the base for designing an equitable grade structure, grading jobs in the structure and managing relativities. In this case study, I will evaluate the performance of a Human Resource Manager.

A Human Resource Manager is the individuals who help in employee staffing and helping in guiding the organization towards the goal achievement in the organization. In job evaluation of the human resource manager the factors which are used in the process of job evaluation include; key responsibilities, the qualification that is needed for a candidate to be considered a human resource manager.

The human resource responsibilities are divided into three i.e. staffing, employee compensation, and defining / job designing. The human resource manager performed the staffing process which was considered valid. The process of staffing which was done by the human resource manager involved proper manning of the structure of the organization by use of proper and effective selection, performance appraisals and development of the personnel to assign them to there tasks / workforce.

The staffing processes which were done also involved recruitment, appraisals and the employee development through training and development including the compensation of the workforce. The nature of staffing which was performed by the human resource manager is considered to be effective since all the managerial systems of the organization was involved, it was done on a continuous basis, the choice of the personnel was effective since the required qualification was used to fill the required positions and also it is considered as a pervasive activity (Management study Guide 2011).

The other responsibility of performance appraisal was also perfectly done where the employees were assessed on their individual performance and providing the feedback to the employees on the negative and positive aspects of their performances in the organization. The other primary responsibilities which were performed by the manager helped to utilize the workforce hence no labor wastage implementation of the reward systems after the performance of appraisals, employee development and employee retention (Case Western University,2011).

The evaluation of the human resource manager performance

Performance evaluation can also refer to performance appraisal. Out of the performance of the human resource manager there was job evaluation was performed in order to realize on the level of performance of the human resource manager. There are several techniques which were used in the process of job evaluation; the absolute method relative method and management by objective (MBO).

The absolute method is method used is where the subject of the whole job is not compared to with any other person. The examples of approaches include essay appraisal, critical incident appraisal forced choice method, graphic rating scale behavioral anchored scale. The second method used is the relative method where the individual's performance is compared against the other individuals. The examples are; group order ranking individual ranking and paired comparison.