Point Factor Job Evaluation Method
Job evaluation is essential in establishing the worth of a certain job within an organization as well as in deciding the level of compensation. Job evaluation methods have evolved over time to suit the specific needs of the growing economy and other developments in the word. The world is shifting back to skilled labor; therefore, compensation depends on the many issues including the level of technical knowhow rather than physical labor alone. For instance, a manager may not engage at all in the real production process other than overseeing the process but he or she gets a high rate of pay than the rest of the people within the firm. This is because payment and job compensation does not just reward the output of one’s labor but also the specific efforts that an individual puts in particular situations. Therefore, the point factor method seems the ideal approach to evaluate jobs considering people have different roles in the production process within a firm (World at Work, 2007). As such, the paper will conduct a job evaluation of an admin assistant using the point factor method. Additionally, the value of the point factor method in the rapidly changing environment will be analyzed.
Admin assistants are key people in every business as they assist senior management in running daily firm operations. The main purpose of the job is to oversee administration issues as directed by the senior management team. The admin assistant performs assistive duties to variety or just one senior supervisor within an organization. The duties include filling, overseeing other employees as directed by the supervisor, filling, making presentations, directing telephone calls and managing visitors. In most cases, admin assistants do not engage a lot in decision-making. Their main duty is to execute the decision made by senior leadership at the capacity of the leader. In other words, they do not need to coerce other employees in performing tasks because they act at the capacity of a senior person. However, the person fit for the position must be competent enough to oversee the given administrative directives effectively just as the leader would have done them. Additionally, computer and internet skills are essential for an office admin as they help in the filling and preparation of presentation as required by the job position. Lastly, admin assistants must possess ideal communication skills to address clients and other stakeholders gracefully for the sake of the company (Stroman et al., 2012).
The four compensation factors that are essential in evaluating admin assistant job include skills, responsibilities, effort, and working condition. Admin assistants do not require high level of education to perform their jobs because most of what they do is directed and decided for them. Additionally, experience on the job is not that necessary because one can easily be taught how to run the office affairs. Besides, each admin assistance job varies with the senior manager that the assistant is serving. However, the person must have the ability to execute the job effectively as the senor supervisor would (Singer & Francisco, 2009). Therefore, under skills, admin assistant job can be rated average. Under responsibilities, the role of admin assistant does not pose significant contribution to the running of the business for obvious reasons. In relation to efforts, admin assistants do very little of physical work as well as mental. Their decisions are directed and fixed by certain principles within a firm. Therefore, wrong decisions on the jobholder’s part will not affect the organization in a major way. Again, admin assistants do not need to think on the answers that they give to certain clients because that depends on the response of the senior manager. Lastly, in terms of working condition, admin assistants work in safe environments so they do not need extreme protection to do their jobs (Stroman et al., 2012.
An Example of a Compensation Chart for an Organization
The point factor method is an ideal tool in the current world that is characterized by constant change as different aspects of life evolve. The tool ensures that people are compensated for every effort that they put in any business transaction. Additionally, unlike other job evaluation methods, the point factor method does not discriminate people based on various aspects but offers compensation based on the real impact that a person’s job position has on the organization. The tool acts as a motivation tool because employees are aware of the factors of productions that are compensated for in their job positions. Additionally, point factor method ensures that people are not engaged in duties that are not listed in their job description thus allowing transparency in business operations (Armstrong, 2007). In conclusion, the Point Factor Evaluation Method is the most effective tool in job evaluation and in the determination of compensation packages for different roles within an organization.
Armstrong, M. (2007). A handbook of employee reward management and practice. London: Kogan Page.
Singer, P. & Francisco, L. (2009). Developing a compensation plan for your library. Chicago: American Library Association.
Stroman, J., Wilson, K. & Wauson, J. (2012). Administrative assistant and secretary’s handbook. New York: American Management Association.
World at Work. (2007). The World at Work handbook of compensation, benefits & total rewards a comprehensive guide for HR professionals. Hoboken, N.J: John Wiley & Sons.