Job Simulation Exercise

This word document should be completed along with the html file found in the course content section of the course.  All answers should be recorded in this word document. Answers will be graded with a clear and complete discussion of the issues being discussed and references to course material where appropriate.

The job simulation exercise is an individual exercise and must be completed and sent in by July 26 Use the dropbox to send the file

While the html file is functional, the file cannot be saved as a pdf file with this version of slate.

                Follow the steps in the html file and record your answers in this word document.

 

A heavy emphasis is placed on the quality of the response to support the rationale for each of the steps. Integration of course material should be evident.

 

 

 

 

 

 

 

 

 

 

 

Job Evaluation Simulation

Please enter your name in the box provided below and then click Begin at the bottom of the page

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Enter your name:

 

 

 

 

 

 

 

 

 

Begin

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Overview

In this simulation, you will experience what it is like as an HR Professional to develop, modify a job evaluation system, evaluate jobs, weight subfactors and band the results. It is recommended that you read Long, Chapters 7 & 8 and complete Module 3 to gain a full perspective of the various considerations and processes that go into effective job evaluation.

Simulation company

ABC Co. is a mid-sized importer and distributor of furniture made in India. They have 100 employees globally with a head office in Milton, Ontario. The Company is led by Gwen Madpuri who started the business after many years in the furniture industry in India. Their goal is to provide Canada with access to beautiful furnishings and style of India, and in the area of Indian-style furniture, they are the market leaders.

The Milton facility holds a 150,000 square foot warehouse and distribution centre, the leadership team, marketing and sales, along with an order call centre. They have a purchasing and logistics team in Mumbai. They have well trained staff and a sophisticated ERP program designed to ensure efficient movement of product from sourcing to delivery.

There are two sides to the business - wholesale distribution and consumer-direct. The wholesale distribution business is serviced by a sales team that works with major and small retailers in the sourcing and sale of specific lines of Indian furniture. This side of the business is sophisticated and involves large orders of specific pieces according to agreed contracts. In this business, ABC Co's value proposition is its knowledge of the manufactures, ability to import efficiently and distribution practices. The consumer-direct was created in the past few years. They carry a specific line of products which purchase by the season and sell on-line. They have a fantastic marketing and web-design team and have success driving the consumer market to their website for sale.

In creating a job evaluation system, they need subfactors that will capture the content of their jobs and need to value them in a way that reflects the skill, effort, responsibility and working conditions needed to complete the work. As the HR Director at ABC, you are responsible for leading this project.

 

 

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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 12 that you feel are appropriate to ABC'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.

Tip

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".

Click on the subfactor name (in the html file found in course content in slate) for the definition.

 

 

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Once you click on a subfactor in html you will be prompted to provide a rationale for each of the sub-factors. See the following page for a template to complete the rationale. Be sure to clearly explain your rationale, integrate content from the course

 

 

 

 

Review Your Subfactors and Rationale

Review your subfactors in html 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.

                                                               

Â	Subfactor	Rationale	Link to course material
1	Â	Â	Â
2	Â	Â	Â
etc	Â	Â	Â

 

Note the subfactors you choose in step 1 will carry over to steps 2 and 3

The next few pages in the html file will provide further insight into the subfactors that you have chosen. 

For example

Dexterity (SD)
Education and Knowledge (SEJ)

etc.

Carefully read the

·         definition

·         sample questions,

·         various levels for each of the factors and

·         other material in each of the pages that follow

 

 

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                                                                                To step 2

 

 

Step 2: Evaluate the Jobs

Your next step is to evaluate jobs using system you just created. The expectation is that you will complete evaluations for the 14 jobs as part of the simulation. These jobs include:

Accounting Clerk                              Credit Representative                                   Sales Manager

Account Manager                            Customer Service Representative            Warehouse Supervisor

Business System Analyst              Customs Clerk                                                   Warehouse Picker

Buyer                                                    Help Desk Analyst                                            Web Developer

Controller                                            Marketing Manager                                                                       

 

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

                                                                                                Subfactors from step 1 (illustration only)

Position	SEJ	SD	SVF	EPD	RSH	RFR	RMR	WCE
Accounting Clerk	Â	Â	Â	Â	Â	Â	Â	Â
Account Manager	Â	Â	Â	Â	Â	Â	Â	Â
Business System Analyst	Â	Â	Â	Â	Â	Â	Â	Â
Buyer	Â	Â	Â	Â	Â	Â	Â	Â
Controller	Â	Â	Â	Â	Â	Â	Â	Â
Credit Representative	Â	Â	Â	Â	Â	Â	Â	Â
Customer Service Representative	Â	Â	Â	Â	Â	Â	Â	Â
Customs Clerk	Â	Â	Â	Â	Â	Â	Â	Â
Help Desk Analyst	Â	Â	Â	Â	Â	Â	Â	Â
Marketing Manager	Â	Â	Â	Â	Â	Â	Â	Â
Sales Manager	Â	Â	Â	Â	Â	Â	Â	Â
Warehouse Supervisors	Â	Â	Â	Â	Â	Â	Â	Â
Warehouse Picker	Â	Â	Â	Â	Â	Â	Â	Â
Web Developer	Â	Â	Â	Â	Â	Â	Â	Â

Checklist                                                                                                                                            

Are all jobs evaluated                                                                                                    Yes___ No___

Did you check to ensure all job content was reasonably captured?           Yes___ No___

(If no, please go back and add subfactors)

 

Be sure to complete a full discussion of your rationale for each of the evaluation of 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.

 

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To step 3

Step 3: Weight the factors

The next step involves weighting the subfactors from step 1. 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 the following to rate the subfactors from step 1  - see next page to enter results

enter rating

 

 

 

 

 

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Total Point Value                                                              (Must=1,000)

 

Checklist

 

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.

 

Answers should be a maximum of 1 page.

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Subfactor from step 1	LO	L1	L2	L3	L4	L5	L6	L7	L8
Communication Skills/Contacts	Â	Â	Â	Â	Â	Â	Â	Â	Â
Versatility  / Flexibility	Â	Â	Â	Â	Â	Â	Â	Â	Â
Problem Solving / Judgement Skills	Â	Â	Â	Â	Â	Â	Â	Â	Â
Physical Demand	Â	Â	Â	Â	Â	Â	Â	Â	Â
Safety and Well Being of Others	Â	Â	Â	Â	Â	Â	Â	Â	Â
Supervision  / Human Resources	Â	Â	Â	Â	Â	Â	Â	Â	Â
Material Resources	Â	Â	Â	Â	Â	Â	Â	Â	Â
Hazards	Â	Â	Â	Â	Â	Â	Â	Â	Â

 

Checklist

 

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.

 

Answers should be a maximum of 1 page.

 

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Click on the "Total" column header twice to sort the scores from highest to lowest. A little black triangle pointing up will appear.

Click on other column headers to sore through the results

 

Checklist                                                                                                                            

Did you perform a sore thumb analysis?                                                                               Yes __ No__

Does the order of the positions first appear as you expected?                                   Yes__   No__

Do all jobs have a total score                                                                                                      Yes__   No__

If no, what activities did you undertake to address outliers?

Provide a full rationale for your checklist above.

 

 

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To step 4

Step 4: Band the Results

Your final step is to band the results into levels. This is achieved by determining your starting point and applying equal points. When you are finished, you should have between 2 and 10 levels and jobs of similar or comparable value should be in the same level. Please use the table below in your calculations. There are additional descriptions of the process outlined in the text. Examples are also highlighted in the discussion thread under banding the results.

Start of Band	Top of Band	Interval	Band level
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Provide a full rationale for your checklist above.

 

 

 

 

 

 

 

 

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To step 5

Step 5: Total and Level Results

Position	Total	Level
Accounting Clerk	Â	Â
Account Manager	Â	Â
Business System Analyst	Â	Â
Buyer	Â	Â
Controller	Â	Â
Credit Representative	Â	Â
Customer Service Representative	Â	Â
Customs Clerk	Â	Â
Help Desk Analyst	Â	Â
Marketing Manager	Â	Â
Sales Manager	Â	Â
Warehouse Supervisors	Â	Â
Warehouse Picker	Â	Â
Web Developer	Â	Â

 

Checklist

How many levels did you end up with?   _________

Provide a full rationale for your choice

Did similarly valued jobs end up in the same band?         Yes___             No  ____

Final Assessment

What did you learn from this Simulation?  - provide up to a one - half page response.

 

How will you use the Simulation in your role as an HR Professional? - provide up to a one-half page response.

 

 

 

Save the word document and sent via email from slate on or before March 29