Answer 1.

Job evaluation is the process to assess the relative value of a job in an organisation by comparing
it with other jobs within the organisation and with job market outside. It attempts to make a
methodical comparison between jobs to assess their relative worth for the purpose of establishing
a rational pay structure. Job evaluation is different from job analysis. Job analysis is a systematic
way to accumulate information about a job. Every job evaluation method requires some basic job
analysis in order to provide accurate information about the jobs concerned. Therefore, job
evaluation begins with job analysis and ends at that point where the value of a job is determined
for achieving pay equity between jobs. 

Advantages and disadvantages of using more than one job evaluation plan in any single
organization are as follows –

Advantages

The most major advantage of using more than one evaluation is that permits you the ability to
review and evaluate a job from more than one matrix or one set of rules. Any one evaluation is
effectively imperfect because no one evaluation can review all factors with any degree of
accuracy. But if more than one evaluation is utilized, a more balanced and accurate picture can
emerge of the process and the outcome.

It allows the use of different compensable factors for different job families. The rationale for
different plans for different job families is that the organizations pay for different things in
different job families.

The organization may be paying for different things in different job groups. The pays of different
job families do not always move together and in equal amounts. Job-content comparisons are
strongest within narrow job clusters and weakest among broad job clusters.

Disadvantages

Job evaluation system takes a long time to be adequately implemented and it not only requires
specialized and trained personnel but it may also be costly. Although there are many ways of
applying job evaluation in a flexible manner, rapid changes in technology and in the supply of
and demand for particular skills raise problems of adjustment that may need further study.

It can create more faulty data for the organization for review, and it can also slow down the
process by which a proper evaluation can be made. Sufficient acceptance of a job evaluation plan
and general agreement on its essential features may not be achieved. Trade unions often regard
the method with suspicion and in some cases with hostility. They fear that job evaluation will do
away with collective bargaining for settlement of wages.
Answer 2.

Managing employee benefits is an important and costly endeavour for employers. Though most
employers are required to provide mandatory benefits such as Social Security contributions,
worker's compensation insurance and unemployment insurance, most other benefits are
voluntary in nature and determined by the employer. Benefits programs vary greatly, but
typically they include medical insurance, life and disability insurance, retirement income plan
benefits, paid-time-off benefits, and educational assistance programs. Benefits selection and
design are critical components in the total compensation costs. In some cases, benefits account
for 40 per cent or more of total compensation costs. Due to the employer cost investment and the
importance of employee benefits in recruiting and retaining, employers should have a well-
thought-out benefits plan design that meets both employee needs and employer objectives.

Employee benefits are important as they make the employees feel that they are receiving an
increased value from their work which can be of help for their family and future. It makes your
employees feel that you care about them and you are investing in their overall happiness.

Employee benefits play a very crucial role in retaining the talent of your organization. By
providing employee benefits to your employees, you are making your employees feel that you
care about their needs and you are valuable for them. This will help you in keeping them with
your organization for a longer period.

When we are offering employee benefits to your employees, our employees are likely to be more
loyal to us. With your package of employee benefits offered, the probability of our employees
searching for opportunities outside will reduce. They will prefer remaining with us and working
with us. So, employee benefits improve the scope of our employee’s being loyal towards us.

When we are offering employee benefits to our employees, we are creating ways for attracting
more candidates towards our organization. For employees, employee benefits are of equal
importance as that of their salary. So, they will prefer joining an organization which offers a
good salary and also good employee benefits.

Motivated employees can lead to increased productivity and allow an organisation to achieve
higher levels of output. Because motivated employees are much more engaged, they are also
more self-confident in what they do. Consequently, they know how to react in difficult
situations.

Problem solving skills are something most employers look for in their employees. If we have
employees who are motivated, they will also work harder to solve problems and challenges.
Motivated employees proactively look for new solutions to eliminate challenges and achieve
goals. They don’t wait for feedback and they often evaluate their own work. Agility is something
every employer is trying to achieve. Employees with higher motivation rates are more open to
change and are more prompt to agile way of work.