Organizational Cultures
Introduction
Organization culture is identified as one of the most effective aspects as far as organizational performance is concerned. In this paper, I will discuss the differences between job analysis and job evaluation, how job evaluation and job analysis help establish internally consistent job structures. I will further conduct a literature review on the pay for performance compensation plans, performance evaluation systems, and the
performance evaluation system that I will be recommending. I will also develop a compensation plan and justify its effectiveness.
The Differences between Job Analysis and Job Evaluation Job analysis and job evaluation are key aspects that are utilized by Human Resource Management officials to understand the traits and characteristics of diverse job positions. However, it is important to note that in both form and content, the two differ strictly. In point of fact,
they are applied to evaluate and interrogate diverse concerns. In this regard, it is important to note that job analysis refers to the processes that are inculcated to understand job requirements and dynamics (Bortolotti
et al., 2013) On the other hand, job evaluation looks at the relevance of one or more jobs as compared to the other jobs. In essence, job evaluation seeks to ascertain the relevance or otherwise of a job in the given
industry. Usually, in job analysis, the concerns and aspects that characterize jobs are studied. Here, it is desirable to note that job evaluation denotes whether or not a given job or position offers the anticipated utility in the field.
In addition, it must be noted that job analysis and job evaluation differ in the context of the nature of the processes utilized. In this regard, it is notable that job analysis is carried out by the use of the comprehensive approach (Schuler et al., 2013). On the other hand, job …
