JOB EVALUATION & JOB ANALYSIS

Job Analysis vs Job Evaluation

Job analysis and job evaluation are two issues that are very important for HR professionals in any organization. People are often confused between these two concepts and treat them as being same. The fact is they pertain to totally different aspects of a job and enable one to know not just different roles and responsibilities associated with a job but also the worth of a job in comparison with other jobs in an organization. Let us take a closer look at these terms and what they really mean to an employee and the management of an organization.

 What is Job Evaluation?

There are many jobs inside an organization and they are ranked in terms of their relative importance. The point to remember is that it is jobs according to their content and not those who are holding them that are ranked in job evaluation. Objectives of any job evaluation program should be well documented so that there is no untoward bias while evaluating jobs. The program finally ends with deciding the wages and perks associated with different jobs in an organization. 

What is Job analysis?

Job analysis is a part of any job evaluation program but actually precedes job evaluation. Job analysis is vital to rank it in a hierarchy of jobs which is what job evaluation aims it. Job analysis is the process of gathering all information and data about a job so as to be able to successfully indulge in job description and its specification. 

Job analysis is important from the point of view of prospective employees as well. A job analysis gives in detail the skills required to perform a job, the qualifications, physical and mental demands, education, experience, various responsibilities associated with the job (such as responsibility towards machines and equipment's as well as responsibility towards safety of other around), and working conditions with the hazards associated with the job.

IMPORTANCE OF HR CONSULTANT IN ORGANIZATION

Benefits of Using HR Consultants Services for Your Business

Organizational setups are complex structures and there are many things that need to be taken care of simultaneously. Implementing human resource or HR strategies is a vital but difficult task at the same time when you wish to run the business efficiently

HR consultants are the specialized individuals or teams of individuals that help in keeping a business up-to-date with the HR legislation. A number of staff and employee management issues can be easily resolved by the qualified and experienced human resource consultants. As a business owner, you can obtain following advantages from HR consultant services

Removing Burden from Administrative Staff

The companies running without human resource consultants usually have their administrative staffs taking care of HR issues. This leads to lower efficiency of the administrative staff towards the main purposes they are employed for. By employing HR consultants, you can reduce the burden from the administrative staff.

Maintaining HR Strategies

It is very important for a business to have its human resource strategies in line with the main business objectives. HR consultant services are of great help in ensuring that human resource strategies are implemented and followed without any loophole. Here are certain things an HR consultant can do for you:

1. Performance review system integration with the business.
2. Effective communication of decision-making process.
3. Easy succession planning.
4. Providing training to line managers and so on.

Guiding Managers for Better Employee Handling

Another benefit of HR consultants is that they guide the managers to implement HR policies and handle the various employee related issues. These include:

1. Health and safety needs of the employees
2. Maintaining discipline among the employees.
3. Management of issues like sickness and absenteeism from work.
4. Grievance handling
5. Redundancy among employees.

Training and Development

An important part of a company is to train and develop the skills of the mangers and employees for the future needs. HR consultants have the knowledge of doing this in the most appropriate manner. On-the-job training, team work initiatives, mentoring and coaching and soft skill initiatives are the important things that an HR consultant can easily implement.

Other Benefits of HR Consultants

An HR consultant can also help in suggesting how to reward employees with remuneration, employee rewards and various types of incentives. Besides, the HR consultants help and guide the organizations in analyzing the success of mergers and acquisitions.

Communication among employees at various levels is an important requirement for all types of companies and businesses. To effectively achieve the target, your business requires having good human resource consultants. In other words, overall human capital management is possible by hiring good consultants.

THOMAS PROFILING

Thomas Profiling For PPA(Personal Profile Analysis)


Thomas International was started in UK in 1981, with the aim of bringing into foray the Personal Profile Analysis (PPA), a revolutionary system in Human resources development created by Prof. Tom Hendrickson of USA, based on Prof. William Marston’s theory of “Emotions of Normal people”.

How can Thomas Systems help your organization?

Thomas International Management Systems take the guesswork out of making decisions that involve people. It helps you make the right choices in the development and selection of staff. The system is highly effective in the following key areas:

Recruitment and development of employees. 

1. Assessing the jobholder and job compatibility.(if carried out with HJA - human job analysis) 
2. Identifying individual management styles. 
3. Identifying achievable training needs. 
4. Self-evaluation and improvement. 
5. Identifying personal stress and/or job dissonance.

Thomas International – Instrument – PPA – Personal Profile Analysis

Profiling People

Personal Profile Analysis (PPA)

PPA is used to capture and ascertain a person’s behavior at work place. The person is asked to fill the PPA form. Thinking of himself at work place he chooses words that describe him most and least. The form is then analyzed by Thomas Key software and Provides different reports providing information about a person’s Behavioral make-up and working style, behavioral modifications at work place, expected behavior under pressure conditions, motivators, fears, value to the organization, strengths & limitations, extent of fit with the job etc. 

The Personal Profile Analysis is a work place related behavioral inventory. 

It gives an idea of the preferred style of a person, that is to say the unique behavioral characteristics that define a person. This indicates the basic behavioral orientation of a person and also gives insights into what motivates that person and the presence of stress/frustrations traced to their possible causes.

The reports describe a person on three different aspects:

Work Mask: 

Describes an individual’s behavior at work place and modifications he is making as compared to his self-image.

Pressure Profile:

 Describes how an individual is expected to behave under pressure Situations.

Self Image: 

Describes an individual’s inherent or core behavior.

RECRUITMENT FOR TOP MANAGEMENT PEOPLE

16PF Psychometric Testing

About Psychometric Testing

Widely used for vocational guidance and recruitment/promotional activities, 16PF Psychometric Testing is a quick and effective method of gaining an unbiased overview of an individual’s personality.  By expertly interpreting the results, you can offer insight into an individual’s predominant character traits, combinations of traits and the resultant behavioural tendencies that may arise.

How does it works

1. The test itself is quick to administer (usually 35 – 50 minutes) and can be completed on paper or online. 
2. 16PF uses simple multiple choice questions to determine scores against 16 key personality traits. 
3. These scores range between the two extremes of each trait.  For example, for the personality trait of Privateness, scores may range anywhere from 0 (Forthright/Candid) to 10 (Discreet/Private).