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Job Evaluation And Grading: How Many Grades?
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- Опубликовано: 7 авг 2024
- This was definitely the LEAST boring take on grading jobs I can imagine. Even if you think job evaluation is dull, if you're in HR you have to get over it. It's SO important and foundational to paying people equitably.
Robert Mosley is an HR thought leader and could do stand-up HR comedy. That may sound like an oxymoron but it's true. You'll have to wait 'till a little later in the episode to see this in action.
In the meantime, I daresay you'll learn a shocking amount from this episode. Here are a few tidbits:
🤔 Grading jobs is not job evaluation.
❌ Broadbanding AND narrowbanding will create problems. What you really need is the right number of bands for your organization.
☑ Who doesn't love a good quiz? Robert shares his quiz for determining the right number of bands for your organization.
🤤 I can get really focused during these discussions and some things go right over my head. LOL
0:00 Intro
0:58 What is job grading?
3:21 Getting the right # of grades
7:36 The quiz
15:28 Does the quiz work?
18:23 Do you have it right?
19:41 Too many grades
20:17 When people complain
22:52 Managing demand for reviews
24:57 Learning more
Find Robert at robert@lemon-pip.com
Find me (Andrea) at www.thehrhub.ca. I'm an HR consultant as well as RUclipsr and provide a wide range of consulting support.
Thanks for a great video. I'm the head of HR for a tech company and always keep up to date with the podcasts etc. Miost are just interviews whereas this is an actual 'how do' - great job!
Hi L. I hear you. There aren't many leaders how there who want to talk about the details but it's great when I find one!
I just love the presentation! I learnt so much. Thank you.
So glad!
Great content!
I really learned a lot of things from this video. Thank you
Thanks!
Very informative talk! Thanks for making this.
Thanks Karwitha! He certainly knows what he is talking about.
I'd say the actual number of grades depends largely on the actual number of workforce and the actual different positions in the organization. Paterson Decision Band is a good guide on how to locate the positions in the right bands.
Thanks for sharing the helpful and thoughtful comment Ibrahim - I appreciated Robert's approach, but I am going to look that one up as well.
Paterson is actually a South African "me-too" version of Hay, when Hay were not allowed to have an office in South Africa in the dark ages. Size of company does not affect the number of grades: some small companies with 100 jobs have 20+ grades, some large companies with 1,000 jobs only have 14 grades. The trend right now is the number of grades is going up, and should be 18-22 for most companies, and mainly based on single-steps (eg: 1 grade is 1 Hay level).
great content. keep up the good work!
Thanks Charlotte! I appreciate the comment and support!
Very informative topic and detailed explanation....
Thanks Alick!
Very informative, particulrly the quiz on determining the number of grades. It really provides a structured approach. I'd be interested to know how using these point factor methods dovetails with the market price methods that many companies utilize today. In today's market an entry level software engineer or data scientist is likely to command a salary that's as high or higher than many department heads. Although they may have less decision making, autonomy, no direct reports, etc., I'd be surprised to see them paid less than a department head of payroll, accounting, or talent management who's job is arguely bigger.
Hi @RiskyGamble021. I thought the quiz was great too. I also agree with the question around balancing your job evaluation system with market pricing. I will see if Robert would answer the question and, if not, I will do an episode sometime on perhaps just this e.g. managing the compensation for hot skills. If you have any thoughts on that do share.
Way to go Rob
😆 Right? LOL