,HRM3705 Assignment 3 (COMPLETE ANSWERS) Semester 1
2025 - DUE 25 April 2025;100% CORRECT AND TRUSTED
SOLUTIONS [All questions fully answered]
Question 1
1. CheckSmart Retail is a national retail chain operating across South
Africa. It recently merged with another retail group and now needs to
standardise job levels across all 150 stores. Two similar roles,
“Customer Service Supervisor” in the original stores and “Floor Team
Leader” in the new ones, have different pay grades despite similar
responsibilities.
Explain how CheckSmart could use a point-factor job evaluation
system [2 marks] to address inconsistencies in pay between these roles.
In your answer, describe the key steps in the evaluation process [3
marks],
what compensable factors may apply in retail [2 marks], and
how this system promotes internal consistency [2 marks].
Use examples where appropriate [3 marks].
1. Using a Point-Factor Job Evaluation System to Address
Pay Inconsistencies (2 marks)
CheckSmart Retail can apply a point-factor job evaluation
system to systematically and objectively evaluate and compare
the value of different jobs—such as “Customer Service
Supervisor” and “Floor Team Leader”—based on clearly
defined compensable factors. This method involves assigning
numerical point values to specific aspects of each job that
contribute to the organisation’s success. The total score for each
job then determines its relative worth, which helps in assigning
a fair and consistent pay grade across all 150 stores.
, By using this system, CheckSmart can identify whether the
differences in pay are justified by real differences in job content
or whether they stem from legacy pay structures that need
harmonising. This approach helps eliminate bias and subjectivity
in job comparisons and is particularly useful in a post-merger
environment where job titles and responsibilities may differ
across the legacy organisations.
2. Key Steps in the Point-Factor Job Evaluation Process (3
marks)
The point-factor method involves the following systematic
steps:
Step 1: Job Analysis
Gather comprehensive information about each job through
tools such as job descriptions, interviews with incumbents,
questionnaires, and observation.
For example, both the Customer Service Supervisor and the
Floor Team Leader roles would be analysed in terms of
tasks performed, responsibilities, reporting lines, skills
required, and working conditions.
Step 2: Identification and Definition of Compensable Factors
Choose compensable factors that reflect the organisation’s
values and strategic goals. These may include skill,
responsibility, effort, and working conditions.
For example, both roles may require similar levels of
customer interaction skills and supervisory responsibilities.
2025 - DUE 25 April 2025;100% CORRECT AND TRUSTED
SOLUTIONS [All questions fully answered]
Question 1
1. CheckSmart Retail is a national retail chain operating across South
Africa. It recently merged with another retail group and now needs to
standardise job levels across all 150 stores. Two similar roles,
“Customer Service Supervisor” in the original stores and “Floor Team
Leader” in the new ones, have different pay grades despite similar
responsibilities.
Explain how CheckSmart could use a point-factor job evaluation
system [2 marks] to address inconsistencies in pay between these roles.
In your answer, describe the key steps in the evaluation process [3
marks],
what compensable factors may apply in retail [2 marks], and
how this system promotes internal consistency [2 marks].
Use examples where appropriate [3 marks].
1. Using a Point-Factor Job Evaluation System to Address
Pay Inconsistencies (2 marks)
CheckSmart Retail can apply a point-factor job evaluation
system to systematically and objectively evaluate and compare
the value of different jobs—such as “Customer Service
Supervisor” and “Floor Team Leader”—based on clearly
defined compensable factors. This method involves assigning
numerical point values to specific aspects of each job that
contribute to the organisation’s success. The total score for each
job then determines its relative worth, which helps in assigning
a fair and consistent pay grade across all 150 stores.
, By using this system, CheckSmart can identify whether the
differences in pay are justified by real differences in job content
or whether they stem from legacy pay structures that need
harmonising. This approach helps eliminate bias and subjectivity
in job comparisons and is particularly useful in a post-merger
environment where job titles and responsibilities may differ
across the legacy organisations.
2. Key Steps in the Point-Factor Job Evaluation Process (3
marks)
The point-factor method involves the following systematic
steps:
Step 1: Job Analysis
Gather comprehensive information about each job through
tools such as job descriptions, interviews with incumbents,
questionnaires, and observation.
For example, both the Customer Service Supervisor and the
Floor Team Leader roles would be analysed in terms of
tasks performed, responsibilities, reporting lines, skills
required, and working conditions.
Step 2: Identification and Definition of Compensable Factors
Choose compensable factors that reflect the organisation’s
values and strategic goals. These may include skill,
responsibility, effort, and working conditions.
For example, both roles may require similar levels of
customer interaction skills and supervisory responsibilities.
