,HRM3705 Assignment 3 (COMPLETE ANSWERS)
Semester 1 2025 - DUE 25 April 2025; 100%
TRUSTED Complete, trusted solutions and
explanations.
Question 1
Explain how CheckSmart could use a point-factor job evaluation system [2
marks] to address inconsistencies in pay between these roles.
To address inconsistencies in pay between the roles of Customer Service
Supervisor and Floor Team Leader following a merger, CheckSmart Retail can
apply a point-factor job evaluation system, a structured and systematic method
used to assess the relative value of jobs within an organisation. This system is
particularly useful in promoting internal equity, ensuring that employees
performing work of equal value receive equitable remuneration.
1. Overview of the Point-Factor Job Evaluation System
A point-factor system assigns numerical values (points) to jobs based on
compensable factors—characteristics of work that the organisation values and is
willing to pay for. These points are then tallied to determine the job’s worth in
relation to others in the company.
This system provides transparency, objectivity, and consistency, which are vital
in harmonising job levels and pay scales post-merger.
2. Key Steps in the Evaluation Process
Step 1: Job Analysis
Conduct detailed job analyses for both roles—Customer Service Supervisor
and Floor Team Leader.
, Gather information through job descriptions, interviews,
questionnaires, and observations.
Focus on responsibilities, required skills, working conditions, and
reporting lines.
Step 2: Identify and Define Compensable Factors
Select compensable factors relevant to the retail environment.
These must reflect what CheckSmart values in its jobs.
Two common compensable factors in retail include:
1. Customer Service Complexity – Measures the difficulty and
skill required to resolve customer issues.
2. Supervisory Responsibility – Assesses the extent of
leadership, including managing schedules, staff performance,
and training.
Additional compensable factors may include:
o Problem-solving
o Decision-making authority
o Communication skills
o Physical effort
o Working conditions
o Knowledge/experience requirements
Step 3: Weight the Compensable Factors
Assign weights to each factor based on its importance to
CheckSmart’s strategic objectives. For example:
o Customer Service Complexity: 30%
o Supervisory Responsibility: 25%
o Problem-solving: 20%
o Knowledge: 15%
o Physical effort: 10%
Semester 1 2025 - DUE 25 April 2025; 100%
TRUSTED Complete, trusted solutions and
explanations.
Question 1
Explain how CheckSmart could use a point-factor job evaluation system [2
marks] to address inconsistencies in pay between these roles.
To address inconsistencies in pay between the roles of Customer Service
Supervisor and Floor Team Leader following a merger, CheckSmart Retail can
apply a point-factor job evaluation system, a structured and systematic method
used to assess the relative value of jobs within an organisation. This system is
particularly useful in promoting internal equity, ensuring that employees
performing work of equal value receive equitable remuneration.
1. Overview of the Point-Factor Job Evaluation System
A point-factor system assigns numerical values (points) to jobs based on
compensable factors—characteristics of work that the organisation values and is
willing to pay for. These points are then tallied to determine the job’s worth in
relation to others in the company.
This system provides transparency, objectivity, and consistency, which are vital
in harmonising job levels and pay scales post-merger.
2. Key Steps in the Evaluation Process
Step 1: Job Analysis
Conduct detailed job analyses for both roles—Customer Service Supervisor
and Floor Team Leader.
, Gather information through job descriptions, interviews,
questionnaires, and observations.
Focus on responsibilities, required skills, working conditions, and
reporting lines.
Step 2: Identify and Define Compensable Factors
Select compensable factors relevant to the retail environment.
These must reflect what CheckSmart values in its jobs.
Two common compensable factors in retail include:
1. Customer Service Complexity – Measures the difficulty and
skill required to resolve customer issues.
2. Supervisory Responsibility – Assesses the extent of
leadership, including managing schedules, staff performance,
and training.
Additional compensable factors may include:
o Problem-solving
o Decision-making authority
o Communication skills
o Physical effort
o Working conditions
o Knowledge/experience requirements
Step 3: Weight the Compensable Factors
Assign weights to each factor based on its importance to
CheckSmart’s strategic objectives. For example:
o Customer Service Complexity: 30%
o Supervisory Responsibility: 25%
o Problem-solving: 20%
o Knowledge: 15%
o Physical effort: 10%
