Perormance Appraisal

Definition: Method, which helps to establish a justified rank order of jobs.

It is one of the starting points for establishing the relative differentiation of wage rates.

 To establish an orderly, rational, systemic structure of jobs based on their worth to the organization.

 To justify an existing pay structure or to develop one that provides for internal equity.

 To assist in setting pay rates those are comparable with similar jobs in other organizations, to enable the organization to compete for the best talent.

 To provide a rational basis for negotiating pay rates when bargaining collectively with a recognized union.

 To identify future movement for all employees interested in improving compensation opportunities.

 To comply with legislations, which demand, pay differences to be in accordance with the job content.

 To develop a base for a merit or pay-for-performance

2.A job description containing scope data

For intraoccupational and interoccupational job classification, job ranking can be done using whole job ranking.

The Hay group produces a number of these kinds of surveys every year.

 It doesn’t require matching of specific jobs

Some topics in this essay:
JOB EVALUATION, FACTORS Lott’s, CLASSIFICATION EOGrifffenhagen, PRICING APPROACH, GRADING APPROACH, PS AC, CALLED Job, Relations Skills, METHOD Maturity, Smyth Murphy, compensable factors, job evaluation, benchmark job, pay grade, benchmark jobs, market pricing, multiple regression, job content, sub factors, rate pay, pure market pricing, multiple regression equation, factors sub factors, sub factors row, universal compensable factors,