Person Based Structure

Kubaron, Ken M.
Chua, Gabriel

3BLM
Not only jobs analyzed and evaluated
in terms of best
Work has broken in the series of steps and
analyzed
The most efficient way to perform every element
of a job
Today-Analyzed with an eye towards
increasing competitiveness and sucess
Two (2) types of work
Transactional Work Not Complex
Eg: Legal work
Tacit Work More Complex
Eg: Continuous Learning
Person Based Structure: Skill Plan
Skill based Pay
- often involves teams, multi skills, and flexibility
- Can be deployed in a way that better matches the flow
of work
- Avoiding bottleneck as well as idle hands
Types of Skill Plan
Special: Depth
A bachelors degree in education is Step 1 and is the
minimum required for hiring
To advance a step higher requires additional
education
Eg: Bachelors Degree vs Doctorate = Different Payment

Generalist/Multi Skill: Breath

Earn pay increase by acquiring knowledge, but
knowledge is specific to a range of related job
Eg: Blazer Tool Coating
What is the Purpose of Skill Based
Structure ?
1. Support the Strategy
Related to the Organizations objectives and
strategy.
However, the line of sight between changes in the
special work skills(fundamental to advance) to
require to operate.
What is the Purpose of Skill Based
Structure ?
2. Support Work Flow
Facilitates matching People to a changing work
flow
Eg: National Hotel (Night Shift and Day Shift) =
Accommodate Customers
What is the Purpose of Skill Based
Structure ?
3. Is Fair to Employee
Potential or Higher Pay that comes with learning
Skill based plan may them more control over their
work lives
However, Favoritism and Bias is a problem
What is the Purpose of Skill Based
Structure ?
4. Motivates Behavior Toward Organization
Objectives
Clarify new standards and behavior expectations
Having Supervisors can result in substantial labor
cost savings, but of course, supervisors can see this
potential consequences
How To: Skill Analysis
Skills analysis
Is systematic process of identifying and collecting
informations about skill required work in a
organization
How To: Skill Analysis
[STEP 1] What information to Collect?
Foundation Skills - include quantity seminar, videos on
materials handing and hazardous materials . All
foundation skills are mandatory and must be certified to
reach Technical Rate
Core elements- are necessary to the facilitys operation
Optional Electives- additional Specialized
How To: Skill Analysis
[STEP 2] Whom to involve?
Employees and Managers are the source of informations
on defining the skills, arranging theme into hierarchy.
How To: Skill Analysis
[STEP 3]- Established Certification Methods
Organizations may use peer review on the job
demonstration or test to certify that employees process the
skills.
Recertification helps in ensure skills is deemed OBSOLETE
How To: Skill Analysis
[STEP 4] Outcomes of Skill Based Pay Plans:
From Research and Experience
Skills based plan are generally well accepted by employees
because it is easy to see the connection between the plan,
the work , and the sized of the paycheck
Person- Based Structures: Competencies
Competencies
Are and what they supposed to accomplish.
Focus on the minimum requirement that the organization
need to stay in business or they focus on outstanding
performance.

1. Skills (Demonstration of Expertise)

2. Knowledge (accumulated information)
3. Self Concept ( attitudes, values, self image)
Competency Based Structure
1. Core Elements
Are often liked to mission statements that express an
organizations philosophy, values, business strategies and
plan
Eg: Business Awareness
Competency Based Structure
2. Competency Indicators
Author the degree of competency required at each level of
complexity of work
Level range use direct persuasion
Purpose of Competency based Structure
1. Organizational Strategy
Main appeal of competencies is the direct link to the
organizations strategy
It resemble identifying compensable factors as part of job
evaluation
2. Work Flow
Competencies are chosen to ensure that all the critical need
of the organization meet.
3. Fair to employees
Advocates of competencies sat they can empower
employees to take charge of their own development
How-to competency analysis
What info to collect?
Personal Characteristics Business setting
characteristics should be sought for. Ie. Personal
integrity, flexibility, maturity of judgment
Visionary This is the global perspective of the
employee.
Organization specific These are the company
values and values present within the employee
Establish certification methods
The heart of the person-based plan is that employees get
paid for the relevant skills or competencies they possess
whether or not those skills are used. Skill-based plans
assume that possessing these skills will make it easier to
match workflow with staffing levels, so whether or not an
individual is using a particular skill on a particular day is
not an issue. Competency-based plans assumewhat?
That all competencies are used all the time? The
assumptions are not clear. What is clear, however, is the
requirement that if people are to be paid based on their
competencies, then there must be some way to
demonstrate or certify to all concerned that a person
possesses that level of competency.
ADMINISTERING THE PLAN
Whatever plan is designed, a crucial issue is the fairness
of its administration. Just as with job evaluation, details
of the plan should be described in a manual that includes
information necessary to apply the plan, such as
definitions of compensable factors, degrees, or details of
skill blocks, competencies, and certification methods.
The manual will help ensure that the plan is
administered as its designers intended. We have
mentioned the issue of employee acceptance throughout
our discussion of job analysis and job evaluation.
Communication and employee involvement are crucial
for acceptance of the resulting pay structures. See
Chapter 18 for more discussion of pay communication.
Reliability of Job Evaluation
Techniques
A reliable evaluation would be one where
different evaluators produce the same results.
Most studies report relatively high agreement in
rank order of jobs.
Reliability can be improved by using evaluators
who are familiar with the work and trained
Validity
Validity refers to the degree to which the
evaluation assesses what it is supposed to, the
relative worth of jobs to the organization
(1) by agreementthe degree of agreement
between rankings that resulted from the job
evaluation compared to an agreed-upon rank of
benchmarks used as the criterion,
(2) by hit ratesthe degree to which the job
evaluation plan matches (hits) an agreed-upon
pay structure for benchmark jobs.
BIAS IN INTERNAL STRUCTURES
Wages Criteria Bias -