Job Analysis and Job Evaluation

Module 03 Compensation Project – Job Analysis and Job Evaluation
Job analysis process: Executive Communication Manager
Job analysis is the process of specifying the job requirements, functions, and responsibilities in a given employee position.
This job analysis uses a work-oriented approach where:
• An Executive Communication Manager must directly work with the executive team towards developing content that shows the company’s unique point of view. They should also lead to strategy, development execution, and organizational communication for the company.
• They are required to ensure the company’s vision, mission, product, and long-term goals have been fulfilled. They should also create partnerships with the cross-functional teams: legal, customer success, and customer experience.
• They will collaborate with the global teams and agency teams to build new and existing executive campaigns.
• They should be a team player and a self-starter with high executive communications experience to run projects with minimal directions.
• They should be passionate and have exceptional written and oral communication skills.
Importance of Job Analysis
Job analysis is essential in analyzing the resources and establishing the strategies to meet its goals and objectives. The employee job descriptions studied are a communication tool significant for the organization’s success. The analysis helps maintain the performance standards and expectations for every employee, i.e., whether the outcome of job analysis is tuned to the organization’s goals and objectives.
Job evaluation
Job evaluation is defining and assessing various job positions to ensure appropriate worth in an organization. It involves five main steps: job analysis, compensable factors, selection of the evaluation method, job structure, and wage structure.
a. Job analysis (discussed above)
b. Compensable factors – this involves an organization determining what the organization is paying for.
• Experience level – the executive communication manager should have eight or more years of experience in the executive communications and executive platforms development
• The executive communications manager is responsible for creating written materials in terms of blogs, executive speeches, press releases, and liners to support the organizational platform.
c. Position evaluation
The table below shows the possible evaluation form for the Executive communication manager for the company using the point method.
Executive Communication manager Evaluation form
Skill – experience 80
Effort Physical demand 60
Mental demand 40
Responsibility Process 25
Product quality 25
Job conditions Working conditions 30
Unavoidable hazards 30
d. Job and wage structure – this step involves determining the ranking of jobs among other job families, categories, level, and title. It also consists of determining the possible structure in which the employee is paid. The amount to be paid depends on the factors outlined in the compensable factors.
A wage structure’s main components may include basic salary, bonus, insurance benefits, overtime allowance, and dearness allowances.
Importance of job evaluations
Job evaluations are critical because they help reduce inequalities in salary structure, specialization, selection of employees, and standardization. Employees may be motivated depending on how they are evaluated.
Basic pay structure
The following is the basic pay structure for the executive communication manager.
Job position Budget Pay grade system
Executive Communication manager $ 35, 000 Entry-level $ 25,000
Intermediate level $ 30,000
Executive-level $ 35, 000
Evaluation of the relationship between the process and the pay structure
The pay structure usually goes hand in hand with the job analysis and evaluation process. The evaluation process has defined the critical considerations in which the employee will be paid. For example, the employee is required to have a high job experience. This implies that the higher the employee experience, the more they will be paid. During the evaluation process, the considerations also determine how long an employee will take in a pay grade level. For example, if the employee rating exceeds the standards, they may be promoted faster to the next pay grade system.

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