Making job evaluation/job grading fun and easier
When embarking on a job evaluation project, it is important to plan it properly.
Lisa Matomola - Job evaluation is one of the emerging issues in many Namibian organisations - an issue organisations delay, but has tremendous consequences on business operations.
I believe job evaluation is fun. The only reason it becomes daunting is because it is not done properly. What can we do to make job evaluation fun and easier in organisations?
Planning
When embarking on a job evaluation project, it is important to plan it properly.
Like any other project in the organisation, job evaluation requires thorough planning. Planning should include commencement dates, stakeholders, duration, anticipated risks and possible solutions, deadlines, communication and most importantly, the budget. These are some of the factors to be considered.
Leadership involvement
CEOs and executives need to realise that if they don’t get involved in job evaluation projects, it will not be taken seriously by anyone in the organisation.
The moment there is that communication from top management, employees will realise that the project is important and thus requires full attention from everyone.
Stakeholder involvement
A lot of job evaluation exercises fail because they are conducted in isolation.
If you want your job evaluation exercise to be a success, you need to consult and involve every party. This includes leadership, employees, unions and all the relevant key stakeholders in the organisation. They have to be involved and realise the transparency in the process. Buy-in is key.
Train line managers and supervisors on job evaluation principles so that they understand what job evaluation is and what it is not. Resistance normally happens when people don’t understand what job evaluation is all about.
Your employees need to provide input when reviewing job descriptions.
HR as business partner
A missing gap in some human resources (HR) functions is that they do not really play the strategic partner in the business.
HR doesn’t need to know every detail of the role, but they need to understand the function of each department. This will mean less debates in sessions on responsibilities.
Timelines
Fact is, job evaluation is time consuming. It can take several months to years before implementing results.
What causes that? A lack of timelines and proper planning.
If the above are followed, job evaluation will be fun and easier, it will make you learn a lot about your own organisation.
Our job evaluation services (24/7;365 days)
The REMeasure Job Evaluation System is an online system which is based on Paterson principles and grading reports can be correlated to any job evaluation system.
Lisa Matomola is a manager responsible for job evaluation projects at PwC Namibia, including job evaluation principles training and evaluation/grading.
For any job evaluation needs please contact her at [email protected]
I believe job evaluation is fun. The only reason it becomes daunting is because it is not done properly. What can we do to make job evaluation fun and easier in organisations?
Planning
When embarking on a job evaluation project, it is important to plan it properly.
Like any other project in the organisation, job evaluation requires thorough planning. Planning should include commencement dates, stakeholders, duration, anticipated risks and possible solutions, deadlines, communication and most importantly, the budget. These are some of the factors to be considered.
Leadership involvement
CEOs and executives need to realise that if they don’t get involved in job evaluation projects, it will not be taken seriously by anyone in the organisation.
The moment there is that communication from top management, employees will realise that the project is important and thus requires full attention from everyone.
Stakeholder involvement
A lot of job evaluation exercises fail because they are conducted in isolation.
If you want your job evaluation exercise to be a success, you need to consult and involve every party. This includes leadership, employees, unions and all the relevant key stakeholders in the organisation. They have to be involved and realise the transparency in the process. Buy-in is key.
Train line managers and supervisors on job evaluation principles so that they understand what job evaluation is and what it is not. Resistance normally happens when people don’t understand what job evaluation is all about.
Your employees need to provide input when reviewing job descriptions.
HR as business partner
A missing gap in some human resources (HR) functions is that they do not really play the strategic partner in the business.
HR doesn’t need to know every detail of the role, but they need to understand the function of each department. This will mean less debates in sessions on responsibilities.
Timelines
Fact is, job evaluation is time consuming. It can take several months to years before implementing results.
What causes that? A lack of timelines and proper planning.
If the above are followed, job evaluation will be fun and easier, it will make you learn a lot about your own organisation.
Our job evaluation services (24/7;365 days)
The REMeasure Job Evaluation System is an online system which is based on Paterson principles and grading reports can be correlated to any job evaluation system.
Lisa Matomola is a manager responsible for job evaluation projects at PwC Namibia, including job evaluation principles training and evaluation/grading.
For any job evaluation needs please contact her at [email protected]
Comments
Namibian Sun
No comments have been left on this article