Evaluating Jobs using HRTMS Jobs - Job Description Management Software. This presentation discusses the various means of evaluating job using HRTMS Jobs

1. Webinar Slides – October 2011
Mitch Stephens
Product Architect

2. • Quick overview of HR TMS Jobs
• Job Evaluations
• Job Families
• Related Jobs
• Other Jobs Features (time permitting)
• Question and Answer

4.  To keep Job Descriptions relevant and
accurate
 Meet legal requirements (ADA, FLSA, Joint
Commision)
 Reduce the burden on the HR group
 Collaborate effectively with managers who
supervise the positions
 Have a secure, structured and auditable
process
 Automate the Job Evaluations

5. Web-based Job
Collaboration between
Description Management Reference Libraries Job Evaluations
HR and Managers
system
• Fully customizable form • Delegate revisions to • Default job descriptions • Evaluate jobs
builder Managers/Committees and competencies for • Compare jobs
• Powerful widgets to • Leverage the expertise over 1000 jobs • Side-by-Side View
handle all data of all parties • Central repository of • Job Families
structures • Powerful tools to review key information
• Related Jobs
• Relational database changes • Standardized values
• Template-driven • Compare before and across job descriptions
• Attachments (for after • Cascade updates
compliance)
• Archiving
• Export to Word, PDF,
HTML
• Custom Export Layouts
• Role-based access

6. • Organization structure from HRIS
System
Compensation
• Export to Recruiting, and market
pricing system
Compensation
• Access by all stakeholders
Performance
HRIS System
• Managers Management
• Employees
HR TMS
• Legal
• Recruiting Jobs
• HR
Legal and Recruiting
• Compliance Compliance System
• Compensation
• Performance Management Managers and
Employees

7. •Measurable elements
•Elements of the job
•Used for Performance
description
Evaluations
•Bullet Lists
•Compliance checklists
•Descriptions
•Working Conditions
Core elements Competencies
Job Evaluations,
Compliance
Market Data
Documentation
and Job
(FLSA, ADA)
Families
•Job Evaluations •Attachments to the Job
•Market Pricing Description
•Comparable Jobs •Original documents
•Compensation Planning

8. Main Administrator View of
Jobs.
Search, Edit, Add, Delete,
Assign Employees

9. Customizable Form builder to
reflect your organization‟s Job
Description Layout

10. Compare jobs using the color-
coded compare tool

12. • Definition
The process of systematically determining a relative
internal value of a job in an organization.
In all cases the idea is to evaluate the job, not the
person doing it.

13. • Job Ranking
• Simple Ranking based on importance to organization
• Fast and inexpensive.. Not suitable for larger companies
• Job Component Method
• Ranking based on statistical analysis of the behavioral demands
• Data usually pulled from questionnaires
• Classification Method
• Based on title and description, compared to Benchmark jobs
• Used in large hierarchical organizations such as the civil service
and local government

14. • Factor-comparison method
• Jobs are compared with each other in terms of compensable job
factors, such as skill, effort, decision making, working conditions,
and responsibility for people, finance, or equipment.
• Total scores determine pay grades, usually by comparing to
benchmark jobs
• Point Factor Analysis
• Jobs are scored on a number of different features
• e.g., Skills, effort, level of responsibility, working conditions, etc.).
• This is a refinement of the Factor Comparison Method
• Hay Point system is a combination of Point and Factor

15.  Most recognizable “Factor Comparison”
methodology
 Evaluation Factors
◦ Accountability
 Measures the type and level of value a job can add
◦ Know-How
 Measures every capability or skill for the job
◦ Problem Solving
 The utilization of Know-how to get the job done.
◦ Optional: Working Conditions
 Hay Group offers proprietary “Hay Guide
Charts”
◦ These are often customized and calibrated by client.

16.  Starting point for most jobs
 Job Size
◦ Determined by total point values
◦ Reflects the relative value to the company
 Job Shape
◦ Determined by the relative proportions of
Accountability, Know-How and Problem Solving
◦ Reflects the level and type of work
◦ For example:
 Entry level focus on Know-How
 Higher level positions shift more to Problem solving
(leveraging Know-How)

17. Admin
Assistant
Division Manager AC PS
KH
AC PS
KH
Note the size of the job reflects
the relative importance to the
company

18.  An evaluation of a Research Scientist may be as
follows:
Know how • 460
Problem Solving • 230
Accountability • 132
Full points • 822

19.  No universal •Scientist 55%
weighting Know how
•Trade – 65%
•Clerical – 70%
◦ Generally the same •Managerial – 47%
for similar types of
jobs, regardless of
the total number of •Scientist 27%
points Problem •Trade – 15%
Solving •Clerical – 15%
 The ratios would •Managerial – 21%
differ for different
types of jobs
•Scientist - 18%
•Trade – 20%
Accountability
•Clerical – 15%
•Managerial – 32%

20. ◦ Evaluations result in full point values
 These are related to pay through specific points, pay
grades, broad bands and work levels
◦ The point system allows you to relate all jobs using a
consistent approach
◦ Ranges can be developed that compare points
Increased pay
Max
Mid
Min
Increasing points

21. • Most companies develop their own blend of Job
Evaluation methodology
• Borrow ideas from Hay Guides
• Adapt to the unique conditions in their organization
• May have different number of factors for different
classes of jobs or locales
• For example, Canadian jobs require working conditions in
response to equal pay legislation
• End result is the equivalent: establishing a point-
value for jobs in the company
• Excel is widely used as the evaluation tool

22. • TMS Jobs allows you to:
• Capture every factor used in the evaluation
• For example:
• Accountabilities
• Education and Know-How
• Financial Impact
• Working Conditions
• Integrate your Excel Worksheet as the calculation engine
• Pull data automatically from the job description to the
Evaluation worksheet
• Calculate the pay grade in the Evaluation sheet
• Post data back to the Job Description from the sheet
• All data is stored securely in one place
Lets see a walk-through!

23. • Jobs are classified as B,
C, or D.
• The classification is based
on the number of
accountabilities for a given
classifications
• The “% in Classification” is
automatically calculated.
• Each measure has a range
of values
• Grade level is determined
using VLookup tables

24. • Use Master Template to define form layout
• Form is divided into Tab Pages
• Tab pages consist of building blocks
• E.g., Textboxes, bullet lists, etc.
Summary Accountabilities Job Evaluation
•Title •Manage 30% •Type : [B]
•Description •Customer •Score 1 [80]
•Reports to Service 20% •Score 2 [240]
•FLSA •Employee
•Department Development •Total [320]
50%
•Position Code

25. Bullet list of accountabilities
with column for Level
(“B”, “C”, “D”)

26. • The next series of slides will show how we select
the job description, edit values, and then do the
evaluation using the spreadsheet

28. Switch to the Accountabilities
Tab

29. Each accountability has the
classification

30. The Evaluation worksheet
appears in the Job Description as
a custom field.
In this case, the sheet is designed
to support 3 types of jobs with
different scales of grades

31. The Accountabilities are taken
from the previous tab and
inserted into the worksheet
The sheet totals the values

32. Each factor has its own list of
allowable values.
The total score is updated
automatically.

33. Grade Level is determined
based on overall score and
class of job.

34. • What we saw was an implementation of a custom
point-based evaluation system
• You can adapt your own Excel-based evaluation
into the Jobs Form builder
• We have integrated the core job description data
with the job evaluation calculation
• This is an open architecture that supports a wide
spectrum of use-cases

36.  Job families are groupings of jobs related
by common vocations or professions.
 Jobs in a job family are similar in that they:
◦ Require similar knowledge, skills and abilities;
◦ Have a continuum of knowledge, skills and
abilities that represent a career path from the
lowest to the highest level job;
◦ Have similar, market-competitive pay
characteristics.

37.  Job Families are defined using an Admin page
◦ Two level structure:
 Family Name -> Sub Function
 Jobs can be assigned to a Family/Sub
Function
 Benefits?
◦ Can be an effective tool for recruiting and
succession planning
 Basis for Employee Development and career matrix
◦ Compensation analysis
 Review and validate pay grades
 Side-by-side viewer
 Search by Job Family

40. This pane shows the other jobs
in the job family
We can view them side-by-side

41. Side by side is sorted by salary
grade (or customizable sort)

42. Download the side-by-side to
Excel

43. The content of the side-by-side view is
fully customizable.
You can pull any or all of the data from
the Job Description and Job Evaluation

44.  TMS Jobs supports an advanced Filter
screen
 You can choose multiple values for a given
search element,
◦ E.g., 2 job families
 You can combine search elements
◦ E.g., Job Family and Salary Grade

50. Filter results include
multiple families and salary
grades.

51. What is this?
You can view any combination of jobs side by side
Benefit:
Compare jobs from different families
Salary Grade analysis across the organization

52. Highlight the jobs you want to
include
Select the Side-By-Side menu
option

54. This features allows you to line
up similar graded jobs and
compare them

56.  A feature that allows you to define relationships
between any two jobs
 The Relationship type indicates how the jobs are
related
 The Level indicates if there is a relative level
difference
Higher level
Same
Same Family Selected Job Peer Job job, different
location
Lower Level Lower Level

57.  Allows you to define your own job hierarchy
 Evaluate jobs using „Simple Ranking‟
 Useful information in a Job Description
 This is printed as a table in the Job Description
 Indicates other jobs that may be in the career path
for an employee
 Used in multi-location companies
 E.g.,
 Plant A Electrician is related to Plant B Electrician
 Multi-national companies can identify similar positions
in other locales

63. HR TMS Jobs is an effective tool for Job Evaluations
Embed your own Excel worksheet into the form
Integrate data from the Job Description in the Job Evaluation
Include the Evaluation as part of the job description
For career planning and matrix development
Job Families allow you to group jobs logically
Ad-hoc viewing lets you compare any selection of jobs
Related Jobs lets you build your own hierarchy and
relationship matrix

64.  NC based company, privately held,
 Focus on Talent Management Software
◦ HR TMS Jobs
 Job Description Management
◦ HR TMS Performance
 Performance Reviews
◦ HR TMS Compensation
 Compensation using Excel Technology
 We offer a Hosted, Saas-based solutions

66. Please enter your questions in the GotoWebinar chat
window

67. • Mitch Stephens
• mitch@hrtms.com
• 919-741-5099
• Bill Rost
• brost@hrtms.com
• 763-249-8050
• Web Site:
• www.hrtms.com