human resource management论文.doc

Study on job evaluation Content Abstract …………………………………………………………………………..3 Introduction………………………………………………………………………..4 job evaluation………………………………………………………………….4 concept of job evaluation………………………………………………….4 weighting in job evaluation………………………………………………..5 methodology…………………………………………………………………….5 evaluation instrument and committee process……………………………..5 effects on female and male jobs……………………………………………6 setting and intervention methodology……………………………………..8 study findings…………………………………………………………………..12 implications for practice………………………………………………………..13 References…………………………………………………………………………..16 Abstract Job evaluation, as a main factor in human resource management, has attracted major attention nowadays. The reasons for this phenomenon vary from different aspects, including gender differences, and it also causes different results. This article has been focusing on job evaluation, and some related issues to give readers a overall understanding of this problem, thus better human resource management could be abstained in the near future. Key words: Human resource management job evaluation compensation organizational development Introduction As one type of intervention, job evaluation usually includes substantial employee participation in order to improve employee pay satisfaction. This assumption, however, is rarely validated. In particular, job evaluation has become a popular method for determining organizational compensation levels. This goal of this procedure is to develop an internally consistent job hierarchy in order to achieve a pay structure acceptable to both management and labor. One of the most common methods of conducting job evaluation involves determining weights in terms of their relative importance, and then applying them to a set of jobs based on a job analysis. This process has been termed the point method of job evaluation. A key, but often implicit, goal of this method is to enhance employee perceptions of pay satisfaction and pay fairness. However,