For the staff of a company to be satisfied with their activity, there are two circumstances that are key: salary and working conditions and, on the other hand, that the performance of the tasks to be carried out are planned and designed appropriately.
Fundamental aspects in job analysis
The evaluation of the positions is the tool that allows to establish the importance or value of each position with respect to the others in each company.
In a business organization there may be tens, hundreds or thousands of workers and each of them has personal characteristics derived from their skills and personality . However, to design a business planning model, the characteristics of the jobs to be performed must be taken into account.
To organize a valid strategy of positions, it is necessary to establish a division of tasks according to the degree of responsibility
1) a group of executives, whose fundamental function is to achieve results through others and must be made up of people with first-rate university education,
2) an occupational group of technical and administrative positions require partial higher education and, as a general rule, the occupants of these positions are responsible for their own work and
3) a group of operational positions in which personal skills and technical knowledge are mixed.
Obviously, each occupational group is arranged into job categories.
How to design a job evaluation system?
A job evaluation system is made up of a set of rules and procedures that allow the different categories to be classified. These standards must be applied by the entity's human resources department . Some of the guidelines to follow are the following:
- Establish a valuation commission and incorporate the figure of an external advisor if applicable.
- Gather all the precise information of each job that must be performed and establish an objective description of each one of them.
- Describe each job according to measurable criteria. In this description, a series of data must be specified: where the job is located and the specific knowledge that is required.
In conclusion , job analysis is used to organize the structure of a company and to place it in the best conditions to achieve its objectives.