Job eval­u­a­tion a source of prob­lems for em­ploy­ees

Chronicle (Zimbabwe) - - Business -

job eval­u­a­tion pro­cesses.

Some em­ploy­ers have also pushed for job eval­u­a­tion with the hope that job eval­u­a­tion will as­sist them get rid of un­de­sired work­ers and they have found out when it is too late that job eval­u­a­tion does not pro­vide the so­lu­tions they had hoped for.

Job eval­u­a­tion is not as sim­ple as em­ploy­ers and work­ers think and it is a com­plex process that can only be un­der­taken by well trained and ex­pe­ri­enced in­di­vid­u­als.

If the process is reck­lessly han­dled it can eas­ily be a source of labour re­la­tions prob­lems and in worse cases lit­i­ga­tion, which could leave the busi­ness with a huge fi­nan­cial bur­den.

Not long ago I dealt with a case where work­ers dis­owned job eval­u­a­tion re­sults al­leg­ing they were not part of the process, which they claimed was adul­ter­ated by the hired con­sul­tants and the em­ployer.

In an­other case, par­ties have taken each other to court over non-im­ple­men­ta­tion of job eval­u­a­tion and in an­other case the job eval­u­a­tion has stalled be­cause work­ers have re­fused to par­tic­i­pate al­leg­ing they were not con­sulted on the de­ci­sion to grade jobs.

In an­other case work­ers al­lege the grad­ing method was im­posed by the em­ployer de­spite it hav­ing been re­jected by work­ers.

In many other cases, work­ers are query­ing the job eval­u­a­tion process al­leg­ing it lacks trans­parency and there are also dis­putes re­lated to salary struc­tur­ing where work­ers are de­mand­ing to know how cred­i­ble the salary sur­vey was and oth­ers query for fair­ness of the notch­ing process while oth­ers query link­age of grades to var­i­ous ben­e­fits. The list of dis­putes is end­less. To avoid all these prob­lems, works coun­cil en­gage­ment must be con­tin­u­ous through­out the process to man­age any emerg­ing chal­lenge.

With all the given chal­lenges it must be un­der­stood that the pur­pose of job eval­u­a­tion is de­ter­min­ing the worth of one job rel­a­tive to an­other and its pur­pose is to achieve fair­ness in dis­tri­bu­tion of ba­sic salaries ac­cord­ing to grade.

Job eval­u­a­tions helps cre­ate in­ter­nal eq­uity, cre­ates a fair plat­form for job com­par­i­son, helps re­duce al­le­ga­tions of favouritism in salary pay­ment, helps man­age pay­roll costs that are re­lated to ben­e­fits and many oth­ers.

The job eval­u­a­tion method to be used must be driven by ac­cept­abil­ity, ease of im­ple­men­ta­tion, cost

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