HRMT 326 Lecture Notes - Lecture 3: Iden, Informa, Performance Appraisal

• School: Athabasca University
• Department: Human Resource Management
• Course: HRMT 326
• Professor: Dr .G

Document Summary

Organizations typically develop some sort of hierarchy or point system to determine the general worth of each job position in the company: complete job evaluation to determine what the purpose of the job is to the organization. There are four main methods: observation, interviews, questionnaires, and functional job analysis. The ranking method involves asking a group of (cid:862)judges(cid:863) (cid:894)e. g. , (cid:373)a(cid:374)agers, hu(cid:373)a(cid:374) resour(cid:272)e spe(cid:272)ialists(cid:895) to e(cid:454)a(cid:373)i(cid:374)e a set of job descriptions and to rank jobs according to their overall worth to the organization. The specific criteria are left up to each judge, and frequently these criteria are not formally identified. Using a group of judges is believed to cancel out individual biases in ranking: although less complex than many other systems, ranking/paired com- parison methods have a number of drawbacks. First, it may be difficult to get the group of judges to agree on rankings, since the relative importance of each job factor may be weighted differently by each judge.