BA 590 Central Texas College Disruptive Innovation Discussion & Replies

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546 replies-RyaJob Analysis: Human resource management functions, including an in-depth examination of specific jobs and their related activities.Job Evaluation: A HRM function that determines a job’s value or worthiness. How do these practices help set up internally consistent job structures — Organizations use job evaluation to assess the different jobs within them and to decide on compensation. Both job analysis and job evaluation require Human Resources to assess situations fairly and to research competitive advantages. Job analysis and job evaluations are important to the overall structure of an organization. The information taken from these two procedures is important for recruitment, hiring, employee training, development, and performance reviews. A job analysis pertains to a breakdown of a job, its responsibilities, or its attributes. This is a description of what the employer believes this job entails and expects from the employee. Job evaluation pertains to the value of a job to the organization it is here that the compensation piece is added. Depending on the location, its value is determined. These practices help set up internally consistent job structures by organizing and reflecting on a job’s importance within a company. The more worth a company puts on a certain job, the more responsibility a job has, and the more value is placed on that position. Each position within a company has different titles or rankings, the higher the ranking the more valuable the position the higher the salary. This process is communicated and known throughout the company to create a solid foundation in the organization.van Vulpen, E. (2021, December 8). Job Analysis: A Practitioner’s Guide. AIHR. https://www.aihr.com/blog/job-analysis/

wk 5 ba 546Ryan- Can companies easily develop compensation systems that are both internally consistent and market competitive? What are some of the challenges to this goal?It is not easy for a company to develop a reward system that is both internally consistent and competitive in the marketplace. A reward system is a system made for protecting the interest of the employee in the organization. It is the benefit provided by the organization to the workers to encourage and motivate them for an efficient and effective contribution to improving production. But it is not economical for the company. When the company introduces the payment system by providing health bonuses or insurance to ensure the health and safety of the workers, it will increase the cost of the firm. When the cost of the firm increases, it will adversely impact its market competitiveness. When the cost of production increases, it will reduce the profit of the firm, and will also reduce their market competitors, because the competitive advantage in terms of cost will decrease. Hence, they will not be able to compete with the other domineering firms in the market in terms of revenue and profit.Hastwell, C. (n.d.). Creating a Culture of Recognition. Great Place to Work®. Retrieved August 9, 2022, from https://www.greatplacetowork.com/resources/blog/creating-a-culture-of-recognition