-75%
Solution
Formal approach:
Factor comparison
Factor comparison entails comparing jobs against a number of predetermined job related factors for instance skill, responsibility, decision-making and working condition (Vulpen, 2024). Every of them has an objective character and is divided into various levels that are quantified in numbers. For instance, the skills factor may comprise of routine, varied and complex skills. The jobs are then rated against each factors and given a score corresponding to the level descriptors of the factor.
Informal approach:
Job ranking
Job ranking is an unstructured approach where jobs are arranged in a particular order in terms of their size and requirements and rankings are given without using numerical values (Van Vulpen, 2020). This selection will be done by either an individual manager or a small committee with consideration to the various demand attributes of each job including; the content of typical tasks, required knowledge and skill levels, decisions’ organisational impact, and resource responsibility for financial, material, and workforce. Compared to quantitative approaches that involve rating of jobs and thus roles are ranked in terms of order depending on the demands and responsibilities of the roles from the least to the highest. It is more convenient than other methods that involve the use of numbers to score the performance and calculate the pay.
Eco-Insulate finds the most useful approach in Job ranking
Since the company is a mid-sized firm that performs numerous functions that require various positions, Eco-Insulate would likely gain the most from utilising the method of Job ranking. This systematic process enables the organisation to evaluate each position against set criteria such as skills, experience and responsibilities needed for the job. In this approach, attributes of each factor are numerically scored so that jobs can be evaluated quantitatively. This brings order and clarity in the setting and accomplishment of goals. The points rating system for appraisal may change as the company grows and the employees’ roles evolve over time, making it ideal for Eco-Insulate. The scoring process also contributes to building confidence in the fairness of the outcome among the personnel.
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