© Dr. Marius Ebert, Germany's speed-learning expert , by Kissel 7, 53639 Königswinter, Fon 0049/2223/90 59 75, fax 0049/2223/90 59 76, Email: info@spasslerndenk.de , Website: http://www.spasslerndenk.de
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work (place) rating personnel specialists Kaufmann /-frau IHK
Next: detecting the flow of work
marriage is a job is evaluated to detect it makes sense, as are at all the processes and the benefits to the workplace. The instruments can use the one called: observation, interview (standardized, structured or not), the study of sources of job descriptions and the snapshot multimode. In the multi-moment recording of multiple ("multi") points in time, chosen by random to measure the performance of the employee's GE. From the measured values an average value is determined. If the Workflow recorded, create a job description to assess after the jobs.
job description
The job description includes then the task, the required labor beitsergebnis, workflow, and work equipment. This may be the Arbeitsbeschrei to tender a very sensible basis for subsequent evaluation work, it must meet certain criteria. You must be clear, accurate, understandable, complete, current, and be uniform for the same jobs.
sense the job evaluation
A job evaluation is performed to determine an index number that represents how hard the work is. Based on this measure of wages can be differentiated and the staff are selected and properly used.
Terms and conditions of the job evaluation
The job evaluation can be considered "other conditions" collective agreement regulates-GE (§ 77 (3), WCA). The works council has to in the implementation of job evaluation a say § 87 (1) No. 10 WCA.
types of job evaluation
may Basically the summary job evaluation and the analytical work-beitsbewertung be distinguished. The summary job evaluation con-trasts the ranking process and the wage group process. The analytical tables job evaluation ranking of the different methods and the step-value payment method. We first consider the summary work assessment.
summary job evaluation, idea
In summary, the job evaluation work as a whole be seen. It will make an overall assessment of the requirements. Now we consider first the ranking procedure.
summary job evaluation, ranking procedures
The ranking process, brings the work to their difficulty in a hierarchy. The advantages this method are its simplicity and its easy to understand. The disadvantages lie in the subjectivity of the evaluation and the fact that the size of the rank distance is unknown.
summary job evaluation, wage group method (catalog methods)
The pay group method is also called catalog method. There are a number of wage or salary groups are formed, which represent different degree of difficulty. Each difficulty level is a dar. be formulated for each stage so-called "indicative examples. The advantages this process are also in its simplicity and its easy to understand. The disadvantages are in danger of schematization that is, of exaggerated thinking patterns that can no longer be permitted to take into account individual circumstances.
Analytical job evaluation, idea
In contrast to the summary job evaluation is the analytical job evaluation every requirement of a job evaluated individually. The overall rating is then obtained from the various sub-decisions.
Geneva Scheme
Can
| | load | |
| Mental Requirements: request types for analytical job evaluation are based often on the so-called Geneva Scheme | X | X |
| Physical requirements | X | X |
| responsibility | X | |
| working conditions | X |
request types REFA
(Overview taken from Herl: personnel expenses and charges) were
On the basis of the Geneva scheme further, more sophisticated schemes for request types developed. Thus, for example, the types of requests REFA (literally Re ego Committee f UR A rbeitszeitermittlung) used quite often in practice:
| No | definition | request type |
| a | knowledge | training, experience, ability to think |
| 2 | skill | manual dexterity, physical agility |
| 3 | responsibility | for their own work, the work of others, for the safety of others |
| 4 | Mental stress | attention, brain activity |
| 5 | Moderate muscle strain | dynamic muscle work, static muscle work, unilateral muscle work |
| 6 | environmental influences | air, moisture, oil, grease, dirt, dust, gases, fumes, noise, vibration, glare or light deficiency, colds, protective clothing, accident risk |
Analytical job evaluation, ranking procedures
is when ranking system, each request type of the various jobs placed in a hierarchy. is in the evaluation of work X, for example, the rank of the intellectual requirements this job compared to other jobs classified at 50%. Y workplace may be classified at 60% with respect to the mental requirements, workplace Z - again only in relation to the spiritual needs - at 30%. It is therefore for all requirements derungsart separated a rank, which is expressed as a percentage from 0% to 100%.
The types of requests themselves, such as skill, responsibility, stress, etc.., Are also of importance for the workplace weighted.
The total value of the job is then given by the percent value (= point value of the request type) multiplied by the weighting factor is the request type. Then, these individual values are added up the total value.
Another way of weighting is the weighting already taken into account in the ranking numbers. This is called weight-based. The final result is then directly from the ranking numbers.
The advantage of this method lies in the improved accuracy. Each are aspect of the workplace must be carefully considered and weighted.
The disadvantage lies in the manipulation of large game rooms. The Gewichtungsfak factors and the percentage values are subjective. By changing only one weighting factor, the overall result would be totally changed.
Analytical job evaluation, step number value method
The level value is created for each payment method request type individually, a point-value series. This score line is formed by forming assessment levels, such as "low", "medium", "high" and then assigns these stages, numerical values, such as "low = 1," medium "= 5," high "= 10 Each Assessment level the score-line is defined and Examples of work below. Even the number of level value method, a weighting of the request types is possible.
The advantage of the method lies in its great objectivity. The disadvantages are that the process can be confusing and may in turn can lead to excessive thinking in "drawers". g
job evaluation, summary general considerations
go The method currently under consideration either by the principle of sequence or on the principle of gradation before.
The principle of sequence even one job is considered as a whole. According to the requirements of each job that you can not divide, creates a hierarchy of jobs. This is the ranking procedure.
Or does it every single request type of jobs in priority order, awarding a percentage value for ranking and added - taking into account the weighting for the request type - to a total point value, which then carries the rank of Total job shows ". Then we talk about the ranking procedure.
The principle of gradation various levels of difficulty defined and assigned to either the workplace as a whole, one of the levels of difficulty-to. This is the pay scale method (catalog methods).
Or will it be for each request type individually established a stage catalog. Then there is the step value number method.
| work as a whole | Each request type individually | |
| ranking | ranking procedure | ranking procedure |
| steps | Catalog method wage group process | level value payment method |
The principle of sequence you arrange So according to a ranking as a league table, the principle of graduation before you have levels ("drawers") defines and assigns these stages.
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Dr. Marius Ebert, the fun-Doc
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