Job Evaluation At MPBS ✓ Solved

JOB EVALUATION AT MPBS

A job evaluation entails a systematic way of determining the value of a job in comparison to other jobs in an organization. The main agenda is to assess the relative worthiness for the purpose of establishing a rational pay structure. The most appropriate method of job evaluation to use in MicroPharm Bioscience (MPBS) should be that of point. This method is best suited for mid to large size organizations with fewer jobs, which is the case with MPBS. The method has an impact of increasing the profitability of the organization.

Additionally, it takes into account all key factors as well as sub-factors of jobs in MPBS. A point job evaluation method involves the use of an established scale or expressing jobs in terms of key factors. To apply the job evaluation effectively using the point method, MPBS needs to include the following components: skill, education and training required, depth of experience required, social skills needed, problem-solving skills, and creative thinking.

There exists a group of employees in MPBS who possess scientific skills, thus forming a scientific staff. Additionally, the general manager of MPBS appears to be inconsistent and ignorant. Other factors of consideration include accountability, which encompasses breadth of responsibility, specialized responsibility, degree of freedom to act, number and nature of subordinate staff, and extent of accountability for equipment in MPBS. Furthermore, MPBS is identified to face ethical issues and potential inconsistencies in the supervision and management of employees.

The organization recognizes the contributions of its scientific staff while understanding the vital role played by administrative, business, and technical staff towards organizational growth and revenue generation. In MPBS, a lot of emphasis is placed on deep scientific expertise while internal and external communication is downplayed. Four primary compensable factors that apply to the point method of job evaluation are skills, responsibilities, mental and physical effort, and working conditions.

When weighing the factor of skills, considerations should include the level of education by employees as well as their overall ability to perform assigned tasks, as well as their years of experience. Under responsibilities, fiscal accountability and position responsibility need to be considered. The working condition entails the overall environmental factors which could be hazardous or hospitable for work. Mental and physical effort encompasses the degree and amount of concentration as well as the level and frequency of physical effort.

The opportunity exists to develop a formalized approach to compensation and benefits policies through the application of these factors. By emphasizing skills, equal employment opportunities for qualified staff can be built. Responsibilities and accountability of managerial staff will ensure equal emphasis on both internal and external communication. This structure will help regulate top management, ensuring that incentives are extended across all employees, irrespective of whether they are scientific or non-scientific, therefore, reducing salary inconsistencies across divisions. With the implementation of a ranking method, promotions and other benefits can be awarded, thereby motivating employees to perform at satisfactory levels.

Furthermore, a positive work environment will allow employees to receive the necessary family medical coverage. However, the senior management team presents a significant challenge to the effective implementation of the recommended approach, as they often do not recognize HR policies. Management tends to be a major obstacle as it rarely considers recommendations made by consultants. Regarding working conditions, salaries often remain inconsistent across divisions due to supervisors' discretion regarding hiring and pay increases for their direct teams.

Paper For Above Instructions

In today's competitive workplace environment, job evaluation plays a critical role in determining an organization's salary and compensation strategy. This becomes particularly important for organizations like MicroPharm Bioscience (MPBS), which integrate scientific staff into their workforce. As discussed previously, employing a point method of job evaluation allows MPBS to assess job value accurately and set equitable pay structures for their employees (Gast, 2005).

The point method evaluates various compensable factors that impact the worth of a job, including skills, responsibilities, mental and physical efforts, and working conditions. By employing this structured evaluation process, MPBS can foster a work culture that values expertise and encourages the professional growth of its employees across all departments. Given the organization’s focus on scientific excellence, it is vital to develop a balanced compensation strategy that acknowledges the value of both scientific and administrative roles (Oshri, Kotlarsky & Willcocks, 2011).

One of the primary benefits of implementing a point job evaluation system is the promotion of equal opportunity employment practices. By assessing the skills of employees on a standardized scale, MPBS can identify high performers and award them appropriately, thus fostering an environment of meritocracy (Beiser & United States, 2009). This system helps in attracting top talent and ensuring retention by offering competitive salaries based on clear, quantifiable metrics.

Furthermore, addressing the accountability factor within the structure offers clarity in job roles, enhancing operational efficiency. When employees understand the breadth of their responsibilities and how they relate to the organization's objectives, it fosters a greater sense of ownership and motivation towards job performance (Gast, 2005). For instance, in MPBS, a clear delineation of the role of scientific staff versus administrative staff can mitigate feelings of resentment among various teams while also ensuring that performance standards are upheld.

However, the evaluation process is not devoid of challenges. Resistance from senior management poses a significant barrier to the effective implementation of the proposed job evaluation strategies. Management must recognize the importance of HR policies and their impact on organizational outcomes. Engaging the management in the evaluation process and addressing any concerns they may have about the proposed changes will be crucial to gaining their support (Oshri, Kotlarsky & Willcocks, 2011).

In conclusion, adopting a point method of job evaluation at MPBS will present an opportunity to create structured compensation policies that reward employees equitably based on their contributions. A successful job evaluation system will not only drive motivation and performance but contribute to organizational success as a whole. To overcome existing barriers and ensure a smooth implementation process, it is essential that MPBS's management team is actively involved and committed to recognizing the value of its workforce.

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