adminDavis Ndumiso Sibanda Labour Matters
Many employers fear job evaluation because they is view it as a means of increasing wage costs and benefits with no justifiable benefits to the business.This thinking by employers is a result of lack of understanding of what is really involved in job evaluation. Job evaluation presents the employer with an opportunity to let the worker know his or her key areas of responsibility and some job descriptions also give performance standards. In some organisations performance standards are covered in a separate performance management programme which is anchored on the job description.
Further the job descriptions expressly spells out levels of authority thus the worker is clear on how far he or she can go in terms of decision making and is clear on reporting structure. This helps eliminate or minimise conflict related to reporting structure and authority.
Job evaluation helps in the streamlining of manning levels as job overlaps are easily picked and jobs that are no longer necessary can be identified and extinguished. Once overlays are cleared employee conflict over work is reduced thus improving labour relations and productivity.
Well crafted job description also helps in recruitment as they provide quality person specification and job specification thus increasing chances of getting the person that fits the job in terms of qualifications, experience and personal attributes. This means that the employee adds value within the shortest possible time.
Where there are job descriptions their use goes beyond what has been given as they also help during interviews as the main tasks and decisions made in the job help craft questions. Things like education and requisite experience are already given thus interview and selection of candidates becomes easy.
The putting together of a job advertisement becomes easy as both the person and job specification can be easily extracted accurately to attract the right people.
When a new employee is given a job description he or she is able to easily pick job requirements thus reducing anxiety and help them settle on the job quickly without fear for making errors.
Good job description forms the basis of development of an effective performance. In that the main tasks are given key decisions are given experience and requisite qualification are given making it easy to load performance indicators and other milestones.
Where there are skills gaps the job description helps establish requisite skills and thus training needs can be easily found and relevant training programmes developed.
Job descriptions are also the basis for the development of the human resources plan in terms of skills required and personal attributes.
They provide the basis for career planning for employees and succession plans which form part of the human resources plan.
In conclusion job evaluation allows the employer to go beyond grading of jobs in order to pay each employee salary and benefits he or she is worth, the crafting of job descriptions which are the basis of job evaluation allows the employer to handle other aspects people management better. Job descriptions can also be useful in other areas of management such as organisation design and restructuring .
Online Reporter