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Step 1: Job Evaluation System Design

You are provided with some options in developing your job evaluation system.  Read the profiles of the following 17 subfactors and choose between 8 and 10 that you feel are appropriate to HEP's environment. When choosing, you will want to review the description above. Keep in mind that you must choose at least one subfactor in each of the categories of skill, effort, responsibility and working conditions.

Be careful not to double count, which occurs when you choose subfactors that give value to the same element of work twice. For example, when you evaluate Communication skills under "Communication Skills/Contacts", make sure don't also value these skills under "Responsibility for Supervision / Human Resources".

You can choose other factors but be sure to have at least one subfactor for each of the headings (skill, effort, responsibility and working conditions)

Review Your Subfactors and Rationale

Review your subfactors you have chosen for your job comparison system (copy them below).

Provide a rationale and link to course material where appropriate. Be sure to clearly explain your rationale and integration of knowledge from the course.                                                              

Sub-factor

Rationale

Link to course material including commentary and page number

1

Communication skills and contracts (Skills)

To acquire contracts from both old and new customers, Developing contacts with key suppliers and strong customers is critical to HEP's success. Customer service is vital to HEP, and communication skills. There are also differing degrees of communication is associated

2

Education and job knowledge (Skills)

For this profession, you'll need to have a certain degree of education and know how to do Factory worker, accounting, administrative, management, procurement, selling, design and development, personnel management, and logistic support are among the jobs to be considered. Some occupations, such as vice president of marketing, necessitate credentials, while others, such as purchasing administrator, may necessitate accounting knowledge. A labourer, on the other hand, may only have a school diploma.

3.

Decision making  (Responsibility)

Different positions have differing degrees of decision-making obligations, which include either creating or obeying other people's choices. This can help distinguish the value of distinct occupations and retain their substance. A vice president of marketing may have more decision-making authority than a purchasing administrator.

4.

Information resource (Responsibility)

Depending on the type of the task performed, each job role has distinct accessibility and responsibilities to Recourses. This can be used to distinguish the value of distinct jobs and record their information. A purchasing administrator does not have access to confidential data on dietary research and innovation as an innovation lead does.

5.

Environment   (Working condition)

For diverse jobs, there are varying workplace conditions. Promotional workers may work in a factory, an interior office, or on the road.

Depending on the sort of work performed, diverse employees experience various types of stress related to timetables, commitments, or any other hazards. As a result, this component encompasses all work-related dangers or stress, which can vary depending on the employment. In a warehouse setting, a warehouse labourer may face more hazardous working conditions and be at a higher risk of workplace accidents than a Purchasing Administrator who works in an office, but a Purchasing Administrator may face more stress and have more deadlines to meet than a warehouse labourer.

6.

Physical demand (Efforts)

Physical requirements of numerous positions differ tremendously and can be a distinctive feature, as more than half of HEP's workforce is factory-based and involves some degree of physical exertion that varies in intensity and length. A labourer’s physical demand is far higher than that of an administrator, thus it's only reasonable to consider this aspect.

7.

Mental demand  (Efforts)

 Activities done in diverse roles necessitate variable degrees and frequencies of mental effort. A purchase administrator may have processes that need to be followed, but a district sales manager who develops new prospects and secures orders from existing and prospective customers, or a vice president of sales who is responsible for success and growth and overseeing a sales team of ten District Sales Managers, may not.

The textbook can be used as a guide. If you have other subfactors, be sure to provide a reference.

Note the sub-factors you choose in step 1 will carry over to steps 2 and 3Step

Before you evaluate the jobs, you must provide a measure for each of the sub-factors that you selected in step 1. For example, if you chose Effort, you would have to provide a ranking for say mental demand

This factor measures the level of intensity regarding mental demands required to perform the job.

Skills

Level

Description

Communication skills/ contracts

Measures:

·         Confidentiality

·         Dealing with upset or irritated people

·         Written, oral, and multilingual communication types and complexity

·         Purpose of contacts and complexity of information(no problem-solving)

1

Not required

2

Little communication and helping them wherever required

3

Regular communication, contacts,in-out of the company, semi-complex information, some interpretation, persuasion, counseling and/or negotiation, handles difficult matters

4

Frequent communication, connections inside and outside the organisation; sophisticated information to influence, convince,  counsel, and build a team; delicacy and politeness in dealing with tough situations

5

Consistent communication; interactions inside and outside the firm; may provide difficult and comprehensive interpretations, generate and obtain maximum records, and establish Promotion or information exchange content for diverse audiences; necessitates responsiveness to circumstances and governance.

Education and job knowledge

Measures:

·         Education

·         Job knowledge

·         Work experience

·         Job training

1

No knowledge required, no previous experience required

2

Little acquired knowledge, little training needed

3

Some acquired knowledge, job specific courses may be needed

4

•       Some specialized acquired knowledge, required combination of courses or schooling required, designation or certification, may need to update skills preodically

5

Specialized acquired knowledge, advanced degree or certification, lengthy periods of training, requirement for continuous update of skills and knowledge

Responsibility

Level

Description

Information Resource

Measures:

·         Credibility of data

·         Trustworthiness

1

No information resource required

2

Very little information resource required

3

Little information resource required

4

Consistent information resource required

5

Extreme information resource required

Decision making

Measures:

·         Power and authorization

·         Responsibility and accountability

1

No decision making required

2

Very little decision making required

3

Little decision making required

4

Some level of decision making required

5

High level of decision making required

Efforts

Level

Description

Mental demand

Measure:

·         Concentration

·         Innovation

·         duration

1

Activities are low intensity, less than 2hrs/ day, No innovation I new ideas required.

2

•       Activities are low intensity, more than 2hrs day No innovation / new ideas required

3

•       Activities are moderate intensity, less than 2hrs d per day. Minimal or rarely innovation / new ideas required

4

•       Activities are moderate intensity at 2-4 hrs/ day or high intensity at less than 2hrs/ day. Sometimes innovation/ new ideas required

5

•       Activities are high intensity at more than 4hrs/ day. High Mental challenge and innovation required most of the time.

Physical demand

Measure:

·         energy required

·         Duration of work

·          

1

•       Activities are low intensity, less than 2hrs/ day

2

•       Activities are low intensity, more than 2hrs/day

3

•       Activities are moderate intensity at 2- 4hrs/day

4

•       Activities are High intensity at less than 2hrs/day

5

•       Activities are high intensity at more than 4

•       hrs/day

Working conditions

Level

Description

Environment

Measures:

·         safety and security

·         following rules and regulations

1

No need to check environment

2

Need to check environment

3

Low level of checking  required

4

 Moderate level of checking required

5

High level of checking required

The next step involves weighting the subfactors from step 2. You need to weight the subfactors according to their relative importance to the organization. In this exercise you need to weight jobs using a scale of 1000 points. Use figure 8.1 in the text as a guide

Use the following to rate the subfactors from step 2 - see next page to enter results

Sub factors 1/2

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Points allocated

Education and Job knowledge

30

65

140

180

220

220

Communication skills/ contracts

50

85

125

155

195

195

Mental demand

30

50

90

135

175

175

Supervision/ Human resource

30

45

80

120

150

150

Information resource

10

30

55

70

90

90

Decision making

15

35

55

80

80

Physical demand

10

15

20

35

50

50

Environment

10

15

20

30

40

40

                                                                                                                                                                                             1000

•       Education and Job knowledge:   Many of the jobs reviewed at HEP necessitate a high level of formal education (purchasing administrator), certificates (VP sales), and specialized affiliations (innovation lead), hence this is rated as the highest.

•       Communication skills/ contracts: Developing partnerships with major providers and strong consumers is critical to HEP's success. All of the job types listed in varied degrees require communication skills and externally and internally interaction. As a result, this is ranked alongside education and job knowledge. When compared to salespeople who bargain and persuade clients, the communication skills required by an Innovation lead or foreman may differ from those necessary by a VP of marketing who writes an email or engages with internal personnel.

•       Mental demand: The competitiveness of the HEP sector necessitates new product development and distinctiveness, which necessitates unconventional thinking. It is critical that they come up with a new idea to continue in business. As a result, this component is ranked second. A laborer's or foremen mental requirement differs from that of an innovation lead's buy administrator.

•       Supervision and Human resource:  The importance of retaining valuable distribution and marketing employees is emphasized. Because of the type of company it operates in—the food industry—people make this factor score higher on the weight-age chart than mental demand. HEP works in a highly competitive industry. Key worker retention is crucial, particularly in marketing and distribution.

•       Information resource: This element comes in second because staying ahead of the competition necessitates a lot of research, product innovation, and distinction. Because there is a possibility of industrial espionage, information resources and their secrecy are critical. In order to verify that all nutritional information is correct, great accuracy is also essential. Any inaccuracy can adversely undermine the company's and product's reputations. Where the Innovation Lead is in charge of sensitive information, the Logistics Manager may not be aware of it.

•       Decision making: HEP operates in a dynamic environment where consumer needs can swiftly change due to its highly competitive business and ongoing demand for product innovation and distinction. While decision-making is a key job distinction, it is a collaborative process. Employees are urged to participate. That is why it received a worse rating than its predecessor. Some procedures may be standardized and require strict adherence to set principles or regulations, while others may require more discretion within prescribed parameters. Some procedures may be collaborative or require direction or supervision, while others may be completely independent and permissive.

Physical demand: There might be a lot of physical demand in manufacturing and warehouse settings, where over half of HEP's workforce is working. The rationale it is rated lower than others is that, while it is an essential job differentiator, it does not necessitate skills or educations that are above average. While a VP of sales may not have a significant physical demand and works from a desk, a labourer may be required to stand or lift heavy objects during his job.

Environment: This component is ranked last since the industry does not deal with dangerous chemicals or materials or need workers to operate in harsh temperatures, but it is still vital to document the aspects of work environments at warehouses, production plants, headquarters, and customers' places.

Grades will be based on integration of core knowledge to the question and what would be most appropriate for this organization. Grades will depend on quality and depth of answers.

Your next step is to evaluate jobs using system you just created. The expectation is that you will complete evaluations for the 9 jobs identified in the overview.

Summarize the results similar to table 8.2. Provide a full rationale for your answer for each of the roles

Fully explain why you chose the top two ratings and bottom one rating for each of the roles. For example, if you chose Education / Job Knowledge and Dexterity as the highest two ratings for a job and environment as the lowest rating, provide a rationale for your choices

Job Title: District Sales Managers

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

220

220

Communication skills/ contracts

195

195

Mental demand

170

170

Supervision/ Human resource

30

30

Information resource

70

70

Decision making

55

55

Physical demand

10

10

Environment

10

10

Total points for this Job                                                                                                                            760

Job Title: Labourer:

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

30

30

Communication skills/ contracts

50

50

Mental demand

30

30

Supervision/ Human resource

150

150

Information resource

10

10

Decision making

15

15

Physical demand

50

50

Environment

40

40

Total points for this Job                                                                                                                           375

Job Title: logistic manager

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

140

140

Communication skills/ contracts

155

155

Mental demand

135

135

Supervision/ Human resource

150

150

Information resource

70

70

Decision making

55

55

Physical demand

20

20

Environment

30

30

Total points for this Job 755                                                                                                    

Job Title: VP marketing

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

220

220

Communication skills/ contracts

195

195

Mental demand

175

175

Supervision/ Human resource

80

80

Information resource

90

90

Decision making

80

80

Physical demand

15

15

Environment

30

30

Total points for this Job                                                                                                                           885

Job Title: Purchase Administrator

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

65

65

Communication skills/ contracts

50

50

Mental demand

90

90

Supervision/ Human resource

30

30

Information resource

55

55

Decision making

35

35

Physical demand

10

10

Environment

15

15

Total points for this Job                                                                                                                           350                                    

Job Title: Innovation lead

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

220

220

Communication skills/ contracts

155

155

Mental demand

175

175

Supervision/ Human resource

80

80

Information resource

90

90

Decision making

55

55

Physical demand

10

10

Environment

15

15

Total points for this Job                                                                                                                           800

Job Title:  Foreman

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

65

65

Communication skills/ contracts

85

85

Mental demand

50

50

Supervision/ Human resource

150

150

Information resource

30

30

Decision making

35

35

Physical demand

50

50

Environment

40

40

Total points for this Job                                                                                                                           505

Job Title: Plant manger

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

180

180

Communication skills/ contracts

125

125

Mental demand

135

135

Supervision/ Human resource

30

30

Information resource

55

55

Decision making

55

55

Physical demand

10

10

Environment

15

15

Total points for this Job                                                                                                                           605

Job Title:  VP sales

Degree rating

Points allocated

Sub factors

Degree 1

Degree 2

Degree 3

Degree 4

Degree 5

Total

Education and Job knowledge

220

220

Communication skills/ contracts

195

195

Mental demand

175

175

Supervision/ Human resource

80

80

Information resource

90

90

Decision making

80

80

Physical demand

20

20

Environment

40

40

Total points for this Job                                                                                                                            900

For this simulation, you will need to evaluate each job separately. Please use the table below to complete your evaluation results

Position

Education and job knowledge

Communication skills/ contracts

Mental demand

Supervision/ Human resource

Information resource

Decision making

Physical demand

Environment

Total

District sales manager

220

195

170

30

70

55

10

10

760

Labourer

30

50

30

150

10

15

50

40

375

Logistic manager

140

155

135

150

70

55

20

30

755

VP marketing

220

195

175

80

90

80

15

30

885

Purchase administrator

65

50

90

30

55

35

10

15

350

Innovation Lead

220

155

175

80

90

55

10

15

800

Forman

65

85

50

150

30

35

50

40

505

VP sales

220

195

175

80

90

80

20

40

900

Plant Manager

180

125

135

30

55

55

10

15

605

Provide a full discussion of your rationale for each of the jobs. Grades will be based on overall quality and consistency of your answers for each of the roles and integration of core knowledge from the course and exercises in the content section of this course.

Position and Job description Specific to HEP case study

Rationale for evaluation

VP sales

Rated Due to the required education and experience in the linked sector, as well as the high outside/ inside connections essential for HEP's performance, the highest in education/ job knowledge & communication skills are required.

There are no hard lifting, difficult body motions, or product or heavy machinery handling; hence it receives the lowest physical demand rating.

VP marketing

Rated Highest in education/job knowledge and mental demand, as inventive thinking is necessary for brand building and product differentiation, which is critical to HEP. There is no heavy physical lifting or rigorous body motions, nor is there any product or heavy machinery that gives it the lowest physical demand rating.

Innovation lead

Rated Highest in education/job knowledge, information resources, and mental demand since scientific study on nutrition is required for the development of new innovative healthy goods and requires a high level of confidentiality. However, there is no significant physical lifting, rigorous body motions, or handling of heavy gear, thus it receives the lowest physical demand rating.

District sales manager

As needs interact with new and existing clients, communication and mental demand are rated higher. However, there are no hard lifting, severe body motions, or heavy machinery handling, so it receives the lowest physical demand rating.

Labourer

This employment demands repetitive heavy lifting, handling heavy equipment, and labour in a manufacturing/warehouse setting with a higher risk of occupational injury, it is rated highest in Human Resources & Environment. Because no official degrees or education are required, the lowest points are awarded for education and job knowledge.

Foreman

This employment demands repetitive heavy lifting, handling heavy equipment, and labour in a manufacturing/warehouse setting with a higher risk of occupational injury, it is rated highest in Human Resources & Environment. Because no official degrees or education are required, the lowest points are awarded for education and job knowledge.

Logistical manger

This position is rated highest in terms of information resources and mental demand since it requires a high level of accuracy and preparation in order to move and distribute merchandise in a timely way. There is no severe physical lifting, strenuous body motions, or heavy machinery handling, hence it receives the lowest physical demand rating.

Plant Manager

Education and job knowledge are rated highest as a need and mental demand, as a high level of job knowledge, expertise, and accuracy is essential to ensure that all FDA and other regulating authority regulations are satisfied in order to have items approved and on the market. There is no severe physical lifting, strenuous body motions, or heavy machinery handling, hence it receives the lowest physical demand rating.

Purchase administrator

Mental demand and information resources are rated highest because they require knowledge of the most cost-effective resources and repetitive data entry to submit purchase orders, which necessitates high precision. There is no heavy lifting, vigorous body motions, or heavy machines, though. As a result, it has the lowest physical demand rating.

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My Assignment Help (2022) Designing A Job Evaluation System For HEP In An Essay. [Online]. Available from: https://myassignmenthelp.com/free-samples/hrmt70002-compensation-and-benefits/communication-skills-and-contracts-file-A1DC8F7.html
[Accessed 22 July 2024].

My Assignment Help. 'Designing A Job Evaluation System For HEP In An Essay.' (My Assignment Help, 2022) <https://myassignmenthelp.com/free-samples/hrmt70002-compensation-and-benefits/communication-skills-and-contracts-file-A1DC8F7.html> accessed 22 July 2024.

My Assignment Help. Designing A Job Evaluation System For HEP In An Essay. [Internet]. My Assignment Help. 2022 [cited 22 July 2024]. Available from: https://myassignmenthelp.com/free-samples/hrmt70002-compensation-and-benefits/communication-skills-and-contracts-file-A1DC8F7.html.

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