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Job Evaluation
There are three major job evaluation methods. These are the time span of discretion, the decision band method and the problem-solving method. The time span of discretion method requires the inputs of whether it is a single- or multiple-task job, the standards used, and the normal length of time between when a subordinate starts a task and when the supervisor checks his or her performance. The decision band method uses the principle that decision-making is important in all jobs. So the types of decisions are used to analyze each job, then the jobs are graded on that basis and the pay structure is then determined. Finally, there is the problem-solving compensable method, which uses problem-solving as a single universal factor in evaluating all of the jobs in the organization. A fourth method is the benchmark guide chart method, which requires the identification of relevant compensable factors and building the system from there.
Of these, the most reasonable is probably the best, though there are inherent risks in using single factors to determine the nature of the job. However, the decision-band method utilizes more than one factor, which is a positive step, and furthermore it uses responsibility within the organization as a major compensable factor, and responsibility...
These are policy-making decisions, programming decisions -- this reflects organizational programs not actual programming work, interpretive decisions, process decisions, operational decisions and defined decisions (Ryerson University, 2008). That there are six layers probably reflects a more traditional organization, as that is a lot of different levels, and reflects a very hierarchical organizational structure and a specific vision of the organization. The structural rigidity of the technique is actually something that gives it a certain appeal to government entities, which love rigid structures. However, that the system is unnaturally rigid cannot be held against it because all of these systems are inherently rigid. The key to the decision band method is that it seeks to remove some of the subjectivity inherent in the other methods.
The subjectivity is removed through the process of understanding each job. A questionnaire is designed to get a sense of what people do in that job. Thus, the duties of the job and the frequency with which they are performed are written down and analyzed. Furthermore, the questionnaire demands good information about, for example, the education…
References
Henderson, R. (no date). Compensation Management in a Knowledge-Based World, Tenth Edition.
Ryerson University. (2008). Decision band method overview. Ryerson University. Retrieved December 19, 2013 from http://www.ryerson.ca/content/dam/hr/management/job_eval/docs/je_dbm_handbook_and_paq_guide_2009.pdf
Job Sites The three job sites that I evaluated were Monster.ca, Eluta.ca and Workopolis.com. These are three major job sites in Canada. Workopolis and Monster're older and are more popular in terms of traffic (Alexa.com, see graph), while the newer Eluta trails by quite some distance at this point. The graph shows their Alexa ranking for Canada, obviously with the lower number being better. These three sites were evaluated on the basis
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