Job evaluation is the scope of HR, so how does HR do job evaluation? Let me answer for you, I hope I can help you!
Speaking of job evaluation, in fact, many people don't know much about it, or they only know one thing and don't know another. This is normal, but not normal.
Why is it normal? Because job evaluation is generally done by consulting companies, HR is usually only responsible for organization and coordination. Then why is it not normal? The consulting company may leave after the job evaluation, but employees still have many questions, such as: Why is the score of XX job so high? Is this tool scientific? Is the process fair? Is the result reasonable? When HR is questioned by the boss or employee of the business department, you don't understand this tool. How to answer? Did HR embark on the post of "handyman" at this time?
Therefore, HR people, even if they don't do it themselves, should have a certain understanding of job evaluation, which is also the basis of salary design. Today, I will share with you the mystery of the modern job evaluation method invented by Edward N Hay, the founder of Heyi Group, and reveal the truth of job evaluation.
Why do you want to do job evaluation?
Establish order in chaos
Generally speaking, people like to work and live in a more regular environment. In enterprises, we can only see all kinds of people busy with their work, and we may not know what they are doing. Then how can we recognize their work and give them corresponding rewards? Maybe everyone does it differently.
Because managers and decision makers have different viewpoints and angles, there may be a lot of confusion without a set of standardized tools and process systems. Post evaluation method is to establish orderly rules in disorder.
"We need to be treated fairly."
In the initial stage of an enterprise, the top leaders can cover everything, listen to everything, make a comprehensive judgment based on their own findings and observations, and then reward them for their merits and demerits. In this way, employees are treated fairly. But when the organization reaches a certain scale, as a leader, it is difficult to see the actual work and contribution of different employees in the organization.
At this time, it is necessary to have a tool that can "divide the money well" and combine it with organizational development, business expansion, internationalization and diversification, so that employees feel that they have been treated fairly. And job evaluation just provides such an opportunity.
What are the difficulties in job evaluation?
Analysis is difficult, and understanding is even more difficult.
We have a saying: if you don't understand, you can't judge. Do you feel anything? Job value evaluation is usually completed by the human resources department. Although it has become more transparent now, some companies even publish job evaluation results below one level on the intranet, covering most employees.
But this matter is still difficult to clarify in many enterprises. Because it is not easy to analyze or understand the work itself, it is even more difficult to know how these jobs are usually carried out and what their challenges and goals are, and they are not necessarily good. You should have basic materials, which may be job descriptions or high-quality job descriptions, or get this information through interviews, interviews and observation.
For things or for people?
"Job evaluation" is a relatively new concept to China or many Asian countries, and it is not in the same strain as our culture. Sometimes, we pay more attention to people than to things or post culture, so we will be influenced by many humanistic factors.
Job evaluation has a basic idea, but it is difficult to do it itself. In fact, people will affect their work. Therefore, whether the post is set for different people, and whether the result of job evaluation will be different because different people do the same job. In fact, this is possible, so we need to have a tolerance. But it is not human in essence, and there is a subtle influence here.
Interest dispute
The third difficulty is easy to understand, that is, some conflicts of interest. Everyone knows what job evaluation means. If human resources do things behind closed doors and the general manager makes the final decision, the controversy may be less.
But if it is more transparent, it will actually involve a lot of pressure, which is called a dispute of interests. This in itself is hard to avoid.
Can't keep up with changes
In addition, positions are constantly being optimized and updated. Many companies have done a job value assessment and put it aside, and no one has followed up. Organizational change, post adjustment and personnel development have actually changed some posts. This information is not captured, and after a few years, the original results are useless.
Mentality problem
Finally, the problem of mentality. In fact, job evaluation is very simple, but it is just a training course for tools. Job evaluation is not mathematics, but many people think it is. In fact, it is a judgment under certain standards. To put it mildly, it is a combination of art and science. There is a lot of flexibility here.
How to deal with the difficulties in job evaluation?
High level investment
First of all, high-level investment is essential, not just recognizing the achievements put forward by human resources. The senior management should provide some of his opinions. Sometimes, human resources may have a different understanding of strategic intentions and job setting objectives than senior management. In reality, this kind of high-level investment is actually relatively rare.
routine maintenance
Second, according to organizational changes, post adjustment and personnel development, regularly maintain and update the data and status of post evaluation.
Establish some rules
Third, establish some rules, such as who has the right to speak, the degree of participation and the decision-making process. After the rules are made clear, solve problems, deal with conflicts of interest, or use consultants to avoid some disputes.
Understand the strategic intention of the company
It is also important to understand the strategic intention of the company. Job evaluation is a tool to reflect the company's situation. It is like a ruler, without emotion.
Some people may say that I am good at fighting, but in fact I have no sense of planning, and I feel that my ability in this area is very poor, so I need to pay attention to these positions now. Then you can also use such tools to reflect such a strategic intention and value orientation.
Person-post matching
Of course, the most important thing is that the abilities of people with corresponding requirements should also match.
Briefly introduce the judgment method of brilliant collaboration. We measure it from three levels: knowledge and skills, problem-solving ability and sense of responsibility, and then subdivide each dimension. These eight sub-projects, commonly known as "three dimensions and eight elements", have different judgment positions.
This method also includes the principle of scope and Weber's law, which should be said to reflect a perceptual difference in psychology. So it's math, but not math. Essentially, it is a process of judgment and quantification. Job evaluation is not easy, but if it can be done well, it will bring a lot of value to enterprises, including fairness, the construction of career development channels, organizational optimization and so on.
Obviously, different types of organizations have different priorities.
Now there is an Internet economy and Internet companies, and we also find that job evaluation should not be too rigid, and different types of organizations have different priorities. Some people may care about things and want to make the process clear and the responsibilities clearly defined. For some organizations, combination and collocation are becoming more and more flexible.
And our method will not exclude those new internet economic companies. In the process of consulting practice, we will continue to discuss with customers whether to pay attention to people or things, internal balance or external talent competition, so as to make corresponding changes to better adapt to the actual situation of customers.
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