Question

Brad, a manager at a new investment firm, is performing job evaluation. He selects 12 benchmark jobs in the firm and then ranks each of these jobs against compensable job factors such as physical effort, responsibility, skill, and nature of the working conditions. This ranking is based on job descriptions created during job analysis. Later, the management meets as a group and develops a consensus on the assigned values for each job. In the given scenario, which of the following systems or methods is Brad most likely using for job evaluation?

A) The point system
B) The classification system
C) The factor-comparison method
D) The market-basket analysis method

Answer 1

C) The factor-comparison method

Step-by-step explanation:

It is correct to say that the method for evaluating jobs that Brad is using in this scenario is the method of comparing factors, which consists of evaluating various factors of the job and not just the job itself. This method is advantageous due to the ease of application and classification of factors, such as those classified as compensable work factors such as physical effort, responsibility, skill and the nature of working conditions.

The objective of the factor comparison method is then to promote a remuneration corresponding to each value attributed to the job's working factors and thus to promote a fairer remuneration according to the position.