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Job Evaluation at Whole Foods
Whole Foods has done job analysis and prepared job descriptions. This case study involves assigning evaluating those jobs and assigning titles to those jobs and creating a job structure for those specific jobs. During this evaluation process we need to find out what parts of them were most useful and how could they be improved.
Job evaluation is the process of systematically determining the relative worth of jobs to create a job structure for the organization. The evaluation is based on a combination of job content, skills required, value to the organization. Some of the major decisions in the job evaluation process are:
1) Establish the purpose
2) Decide on single versus multiple plans
3) Choose among alternative methods
4) Obtain involvement of relevant stakeholders
5) And evaluate the usefulness of the results.
Based upon the provided job descriptions some of the job titles that can possibly be assigned to the 9 jobs could be as follows:
Job A: Food specialist, Chef, Sales Executive
Job B: Checkout specialist, Cashier
Job C: Supervisor, Senior Supervisor, Purchase Manager
Job D: Assistant Supervisor
Job E: Dish Washer, Janitor
Job F: Floor Supervisor, Shift Supervisor
Job G: Purchase Manager, Junior Manager
Job H: Coordinator, Senior Supervisor, Operations Manager
Job I: Organizer, Shelf stocker
Methods Used for Job Evaluation
No w that we have assigned the titles to the jobs we can use one of the common method Ranking to evaluate these jobs. Ranking simply orders the job descriptions from highest to lowest based on a global definition of relative value or contribution to the organization’s success.
So by using this ranking system I would rank the above jobs as follow:
Job A, G & Job H should be ranked at no. 1 (being the highest level)
Job C, D & F should be ranked at no.2 (being the middle level)
Job B, E & I should be ranked at no. 3 (being the lowest level)
The summary of the job is...
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