Compensation

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)

Conclusion

The summary of the job is...