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Compensation and personnel development (Pay (Determination (Base/Fixed…

- - - - Job evaluation
        
        Procedures
        
         Weighing criteria
        
         Describing tasks
        
         Evaluating tasks by means of criteria="job value"
        
        Characteristics of good evaluation system
        
        Systematic, non-discriminating, and status quo independent
        
        selection of criteria
        
         Avoiding the confounding of criteria
        
         Representative selection of core tasks
        
         Reliable and valid assessment of criteria
        
         Independent, well trained, representative evaluation committee
        
         No corrections based on additional criteria not introduced at the start
        
         Determining the pay rates corresponding to different job values
        
        Selecting criteria
        
        1) Knowledge and experience
        
        2) Cognitive abilities
        
        3) Leadership responsibility
        
        4) Physical/emotional demands
        
        5) Strenuous working conditions
        
        Problems
        
        Overestimation of intellectual and leadership requirements
        
        Underestimation of physical, social and emotional requirements
        
        Cultural deterination of job worth
- - - - Tailoring development to individual caracteristics
        
        Define possible career paths
        
        Types of career orientations
        
        Mismatch of power motives and position
        
        Results on performance
        
        Employee’s wishes to occupy a low-power or high-power position
        should be considered if appropriate
        
        Identify individual career interests
        
        Match career interests and career paths