, HRM3705 Assignment 3 (COMPLETE ANSWERS)
semester 1 2025 DUE 25 April 2025; 100% correct solutions
and explanations.
Question 1
To address the inconsistencies in pay between the "Customer
Service Supervisor" and "Floor Team Leader" roles,
CheckSmart could use a point-factor job evaluation system. This
method helps to standardize job roles by assigning numerical
values to various job elements and compensable factors,
ensuring fairness and consistency in pay across all roles within
the organization. Below is a detailed explanation of how this
system could be applied:
Key Steps in the Evaluation Process:
1. Job Analysis: The first step involves collecting data about
the roles of "Customer Service Supervisor" and "Floor
Team Leader." This includes understanding the job
responsibilities, skills, knowledge, and tasks associated
with each position.
2. Identification of Compensable Factors: Next,
CheckSmart would identify the compensable factors
relevant to the retail industry. These factors are the
attributes of a job that the organization values and
compensates. Each factor would then be assigned a point
value based on its importance to the role.
3. Assigning Points: Once the compensable factors are
identified, each role is evaluated based on how much of
each factor is required. Points are assigned to each factor
for both the “Customer Service Supervisor” and “Floor
semester 1 2025 DUE 25 April 2025; 100% correct solutions
and explanations.
Question 1
To address the inconsistencies in pay between the "Customer
Service Supervisor" and "Floor Team Leader" roles,
CheckSmart could use a point-factor job evaluation system. This
method helps to standardize job roles by assigning numerical
values to various job elements and compensable factors,
ensuring fairness and consistency in pay across all roles within
the organization. Below is a detailed explanation of how this
system could be applied:
Key Steps in the Evaluation Process:
1. Job Analysis: The first step involves collecting data about
the roles of "Customer Service Supervisor" and "Floor
Team Leader." This includes understanding the job
responsibilities, skills, knowledge, and tasks associated
with each position.
2. Identification of Compensable Factors: Next,
CheckSmart would identify the compensable factors
relevant to the retail industry. These factors are the
attributes of a job that the organization values and
compensates. Each factor would then be assigned a point
value based on its importance to the role.
3. Assigning Points: Once the compensable factors are
identified, each role is evaluated based on how much of
each factor is required. Points are assigned to each factor
for both the “Customer Service Supervisor” and “Floor
