Ashley Taylor
Total Rewards
November 9, 2011
Dr. Jordan
Keith Hopson was a compensation manager at Leeper Lingerie Company. On this particular Friday, He was called to attend a last minute meeting where several barters were to be considered for remilitary rating. The jobs had been antecedently rated and assigned to pay grade 3. One of the jobs should have been rated higher, however, it was not. The job in question was that of the receptionist. The receptionist had been with the company for 12 years and had do an large(p) job everyday. During the meeting, they wanted to recognize the receptionist, but they were at that place to evaluate the job itself for job content. However, the committee was very fantastic that they did not want to recognize a soulfulness for in that respect job. They were told that performance appraisal be done by the department head over different positions and are done during other specific times. (Leeper Lingerie Company, n.d.)
In this paper we lead discuss whether Keith was justified in insisting that the job, not the person result be evaluated. In this paper we will ticktack word if there is a maximum pay for a job. We will discuss other ways to obtain a net profit increase.
Finally, we will discuss other ways to be rewarded for outstanding performance.
Was Keith justified in insisting that the job, not the person be evaluated?
Yes. All jobs have to be evaluated separately from the person in the position to determine what improvements can be made and how more than to pay a person in those positions. Job evaluation is the methods and practices of ordering jobs or positions with respect to their value or outlay to the organization. Jobs also have to be evaluated separately because it closes doors for old jobs to throttle and opens doors for new jobs to enter. The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked...If you want to get a full essay, order it on our website: Ordercustompaper.com
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