Leeper Lingerie Company

Leeper Lingerie Company

Bolden Bradby

Professor Jeanette Horner-Smith

Total Rewards-HRM 533

May 9, 2011

Do you think that Keith was justified in insisting that the job, not the person be evaluated? Explain your answer

Keith Hopson was justified in insisting that the job, not the person, be evaluated do to the fact that these two managers had already enter the meeting with a particular mind set and a planed agenda to force the issue not to evaluate the receptionist, herself. By utilizing and creating a well planed strategy to evaluate the position itself and not the individual in the position at this point, Keith will be able to create a well organized and documented job description. This plan of action can prove to be highly conductive to the needs of the organization and be legally supported by guidelines set forth by the Fair labor Act and any other regulatory agencies that regulate conduct and performance in the workplace. In any work related issue, such as the issue presented in this scenario, it is always a positive entity to refer to regulatory literature or consult with regulatory agents to be consistent, fair, and to legally protect to organization and any employees involved. In the matter of correct compliance, there are usually no negative ramifications.

Keith Hobson’s next step should be to create criteria for the job analysis and compare it to the existing one. This process does not have to be very time consuming just compare and view a sample of benchmark jobs to see what can be attached or deleted from the present description to make it even more efficient than it is in its present state. Even the best employees should be subjected to change to eliminate complacency. This overview will help to justify to the level change and pay increase. When making a determination in what factors constitutes a pay increase, comparisons can be beneficial in justifying the request. What is the level of work performance and how valuable...