There are generally three methods used for evaluating jobs: Ranking. Classification. Point method. Prepare a short description of each method, including your responses to the following: What are the main features of each evaluation method? (In other words, what is a general description of each method?) Examine each method by looking at its potential downside. What are the essential weaknesses in each of these evaluation methods? Describe a situation in which each method would not be effective for a business. For example, when would ranking be either impractical or unfair? When would the point method be too complicated to be effective in evaluating work for creating a salary structure? Be sure to use proper APA (6th edition) style and formatting.

Pitfalls of Job Evaluation Methods Assessment 2

Prepare a short description of each of three methods of job evaluation, including each method’s main features, essential weaknesses, and a situation in which it would not be effective for a business.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

·         Competency 2: Evaluate the components and implementation of base-pay programs.

o    Examine the weaknesses of the ranking method for evaluating jobs.

o    Examine the weaknesses of the classification method for evaluating jobs.

o    Examine the weaknesses of the point method for evaluating jobs.

Suggested Resources:The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Library ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:

Eargle, F. L. (2005). Job evaluation and wage administration for beginners. Office Solutions, 22(6), 26–28.

Harris, M. M. (2007). Job evaluation. In S. G. Rogelberg (Ed.), Encyclopedia of industrial and organizational psychology (Vol. 1, pp. 395-397). Thousand Oaks, CA: SAGE Reference.

·         Job evaluation. (2006). In Collins dictionary of business. London, England: Collins.

·         Muhammad, A. E. (2011). An analytical approach to the unequivocal need of organizations for job evaluation. International Journal of Business and Social Science, 2(18), 8–13.

Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4043 – Compensation and Benefits Management Library Guide to help direct your research.

Internet Resources

Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

·         U.S. Office of Personnel Management. (1991). The classifier’s handbook. Retrieved from http://www.opm.gov/fedclass/clashnbk.pdf

o    Chapter 2, “The Factor Evaluation System,” discusses factors that are considered when assigning grades to nonsupervisory positions within the general schedule.

                        U.S. Department of Labor, Bureau of Labor Statistics. (2010). Standard occupational classification. Retrieved from http://www.bls.gov/soc/home.htm

Bookstore Resources

The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are availablAccount Assignment help needed asap,Accounting,,

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