HR Services
HR Consultancy Services
Job Evaluation
It is the complete operation of determining the value of an individual job in an organisation in relation to the other jobs in the same organisation.
Main Elements of Job Evaluation
- Job Analysis
- Job Description
- Selection of an evaluation system
- Job Rating (Scoring)
- Salary and Grading
- Structure
- Salary Survey for Benchmark Jobs
Objectives of Job Evaluation
- To establish a basis for assessing jobs that is accepted by employees as fair;
- Ensure that judgements about jobs are more objective than subjective;
- Make judgements about content of jobs NOT contribution of job holders;
- Establish the relative position of jobs in a hierarchy;
- Measure the relative value of the organisation’s jobs – Internal equity and external competitiveness;
- Group jobs into an appropriate pay structure;
- Provide a continuing basis to value jobs that is easy to understand, administer and control;
- Provide consistency in staff training, development, promotions and transfers;
- Creates employee satisfaction.
When is Job Evaluation Necessary?
- To establish a basis for assessing jobs that is accepted by employees as fair;
- Ensure that judgements about jobs are more objective than subjective;
- Make judgements about content of jobs NOT contribution of job holders;
- Establish the relative position of jobs in a hierarchy;
- Measure the relative value of the organisation’s jobs – Internal equity and external competitiveness;
- Group jobs into an appropriate pay structure;
- Provide a continuing basis to value jobs that is easy to understand, administer and control;
- Provide consistency in staff training, development, promotions and transfers;
- Creates employee satisfaction.
HR Strategy
HR Strategy ensures that the strategic management of human resources is aligned with the organization’s intended future direction. It is concerned with long-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need.
The Purpose
The purpose of this HR strategy is therefore to guide and provide a road map for the necessary interventions in the organization’s human capital so as to ensure an organization improves on its performance as well as fulfill its mandate effectively.
Specific Objectives of HR Strategy
- Formulate a plan to transform strategic requirements into HR objectives
- Create the HR strategic action plan to achieve business objectives
- Formulate a Business Model Plan
- Evaluate HR’s role in strategy development and implementation
- Align the development of the organisation’s human resources to the corporate plan
- Outline an implementation plan for the identified human resources priority areas.
What it Entails
The process of formulation of HR Strategy involves desk review of key relevant documents from the organization which includes the organization strategic plan, HR policies and procedures manual; staff establishment; employee satisfaction and work environment surveys; organizational structure; performance management and appraisal system; career progression and succession planning and employee training and development strategy, workload analysis among others. Key informant interviews and discussions are held with senior management of the organization.
Questionnaires are designed to gather relevant information for the formulation of the strategy are distributed to the Senior management and are duly analysed.
Thereafter, an initial draft is prepared and presented to the organization for their further input and comments before the final strategy was drafted and submitted.
Staff Competence and HR Audit
The Staff competence and HR Audit is concerned with defining the gap between what is available and what should be there i.e. gap between “what is” and “what ought to be”. The audit is important if there is to be better returns on investments through training and improvement of productivity and staff motivation. In order to undertake successful implementation of the staff competence and HR Audit it is important that the consultant provides an implementation plan that allows for harmonization of the activities as they all have a common objective.
