Q1. Evaluate the nine jobs and prepare a job structure based on its evaluation.
Assign a title to each job and list y
During the evaluation process, it’s crucial to consider the size of the company and the complex way it oper
person-based structure (evaluating the job description and its contents), I’ve decided to designate and to
Titles
Job Given Title
A Delicatessen
B Cashier
C Prepared Foods Team Leader
D Prepared Foods Night Assistant Team Leader
E Dishwasher
F Store Clerk
G Prepared Foods Department Supervisor
H Regional Operations Team Leader
I Back- Up Store Receiver
Primarily, and
[Link] three types
justify of technics
your selection can be implemented (Ranking,
of evaluation method Classification, and the Point Method); ye
Unlike the Ranking Technic, which entails the ordering of the job description from highest to lowest, th
Concerning the Point Method Technic, it’s salient as the three significant characteristics were observed (c
descriptions. The rational behind this method is that it assigns numerical points to each position, which g
considered the core factors for every single job and based on the provided info. Primarily, the positions w
the second sheet ( Task2).
on its evaluation. Assign a title to each job and list your structure by title and job letter.
e size of the company and the complex way it operates. Whole Foods Inc. has plenty of stores, and each store has depa
and its contents), I’ve decided to designate and to break down the nine jobs presented hereunder with the following ti
Job Structure
Managerial Supervisory
Prepared Foods Team Leader
Regional Operations Team Leader Prepared Foods Department Supervisor
Prepared Foods Night Assistant Team Leader
Ranking, Classification, and the Point Method); yet, it is quite difficult to assign the best technic since the three can s
of the job description from highest to lowest, the Classification Technic, which helps us to categorize and set up th
e three significant characteristics were observed (compensable factor, factor degree numerically scaled, and weights
assigns numerical points to each position, which gives me a solid reference to recognize their measurable importance
ed on the provided info. Primarily, the positions were segregated into to 4classifications ( Managerial, Supervisory,
and each store has departments, groups and teams that diverge into groups based on the departments they belong to. S
der with the following titles and structure.
Job Structure
Operations Store Support
Delicatessen Dishwasher
Back- Up Store Receiver
Cashier
Store Clerk
nic since the three can serve in fulfilling the mission.
ategorize and set up the grade classification that best matches the class description, is subjective as some position
lly scaled, and weights that reflect the relative importance of each factor). Therefore, i've decided to utilize the po
measurable importance in correlation with one another. The compensation factors I used are the skill, effort, respons
nagerial, Supervisory, Operations and Support)and based on the job requirements, contents and the detailed JDs, I
artments they belong to. So, after a systematic evaluation and based on the
ubjective as some positions could fall within more than one grade level.
decided to utilize the point method to evaluate the jobs based on their
re the skill, effort, responsibility and working condition in which they are
nts and the detailed JDs, I was able to construct their points as shown in
Compensable Factors Weight Factors
Factor Sub Factor 1 2 3 4 5
Skill Educational Level
Degree of Technical Skills
Responsibility Scope of Control
Impact of Job
Effort Physical
Mental
Working Conditions Environment
Hazards
Scaling Factors Requirements
1 N/A
2 Basic knowledge
3 Comprehensive
4 Advance
5 Full Knowledge
Weight (%) Total
Evaluation Evaluation
Job Job
Team Member- Delicatessen Team Member- Cashier
Skill P 30% Skill P 30%
Educational Level 1 15% 15 Educational Level 2 15%
Degree of Technical Skills 1 15% 15 Degree of Technical Skills 2 15%
Responsibility P 30% Responsibility P 30%
Scope of Control 1 15% 15 Scope of Control 2 15%
Impact of Job 2 15% 30 Impact of Job 3 15%
Effort P 30% B Effort P 30%
A
Physical 4 20% 80 Physical 3 20%
Mental 1 10% 10 Mental 2 10%
Working Conditions P 10% Working Conditions P 10%
Environment 3 5% 15 Environment 2 5%
Hazards 4 5% 20 Hazards 2 5%
Total 100% 200 Total 100%
Evaluation Evaluation
Job Job
Team Member- Dishwasher Team Member-Store Clerk
Skill P 20% Skill P 20%
Educational Level 1 10% 10 Educational Level 2 10%
Degree of Technical Skills 1 10% 10 Degree of Technical Skills 2 10%
Responsibility P 20% Responsibility P 20%
Scope of Control 1 10% 10 Scope of Control 2 10%
Impact of Job 1 10% 10 Impact of Job 2 10%
E Effort P 40% F Effort P 40%
Physical 3 30% 90 Physical 3 30%
Mental 1 10% 10 Mental 3 10%
Working Conditions P 20% Working Conditions P 20%
Environment 2 5% 10 Environment 2 5%
Hazards 3 15% 45 Hazards 3 15%
Total 100% 195 Total 100%
Evaluation
Job The compensable factors and the assigned weights w
Team Member- Store Receiver
experience. Moreover, Responsibility is tailored for
Skill P 20%
Eventually, the Working Condition refers to the healt
Educational Level 2 10% 20
the job description is the more allotted [Link] ins
Degree of Technical Skills 2 10% 20
others, it is given a higher degree for hazards.
Responsibility P 20% Although, customer service skills have a unique part i
Scope of Control 2 10% 20 the job description, responsibility, and duties were t
Impact of Job 3 10% 30 supported me in scaling them. For instance, the requir
I Effort P 40% competencies stress that this position has to work clo
Physical 3 30% 90 thus, it is recommended to include the experience an
Mental 2 10% 20 conduct internal and external benchmarking to assist th
Working Conditions P 20%
I competencies stress that this position has to work clo
thus, it is recommended to include the experience an
conduct internal and external benchmarking to assist th
Environment 3 5% 15
Hazards 3 15% 45
Total 100% 260
Evaluation Evaluation
Job Job
ier Prepared Food Team Leader Prepared Food Night Ass. Team Leader
30% Skill P 40% Skill P 30%
30 Educational Level 3 20% 60 Educational Level 3 15%
30 Degree of Technical Skills 3 20% 60 Degree of Technical Skills 3 15%
30% Responsibility P 30% Responsibility P 30%
30 Scope of Control 4 15% 60 Scope of Control 3 15%
45 Impact of Job 4 15% 60 Impact of Job 3 15%
30% C Effort P 20% D Effort P 30%
60 Physical 3 10% 30 Physical 3 20%
20 Mental 4 10% 40 Mental 2 10%
10% Working Conditions P 10% Working Conditions P 10%
10 Environment 3 5% 15 Environment 3 5%
10 Hazards 2 5% 10 Hazards 2 5%
235 Total 100% 335 Total 100%
Evaluation Evaluation
Job Job
Clerk Prepared Foods Department Supervisor Regional Operations Team Leader
20% Skill P 30% Skill P 40%
20 Educational Level 3 15% 45 Educational Level 4 20%
20 Degree of Technical Skills 4 15% 60 Degree of Technical Skills 4 20%
20% Responsibility P 30% Responsibility P 30%
20 Scope of Control 3 15% 45 Scope of Control 4 15%
20 Impact of Job 3 15% 45 Impact of Job 4 15%
40% G Effort P 30% H Effort P 20%
90 Physical 3 15% 45 Physical 3 10%
30 Mental 3 15% 45 Mental 4 10%
20% Working Conditions P 10% Working Conditions P 10%
10 Environment 3 5% 15 Environment 3 5%
45 Hazards 2 5% 10 Hazards 3 5%
255 Total 100% 310 Total 100%
e assigned weights were calculated based on the features of each position. The Skill part includes the qualif
bility is tailored for the scope and impact of the job while, Effort, which includes the mental and physic
ion refers to the health and safety aspects of the job. Apparently, points are vary based on the job description
llotted [Link] instance, the Deli position is constantly required to use specific equipment such as slicers
e for hazards.
s have a unique part in this industry, skills, ability, and knowledge is considered the core factors that affect th
ty, and duties were the most beneficial aspects as they bring substantial guidance in determining the com
or instance, the requirements of the job (Regional Operations Team Leader) include not only, experience but a
ition has to work closely with the whole team etc. Besides,the job description offers the job applicant a soli
ude the experience and education level to reduce the training cost and staffing turnover. Meanwhile, and fo
nchmarking to assist the company in structuring the job tasks and responsibilities.
ition has to work closely with the whole team etc. Besides,the job description offers the job applicant a soli
ude the experience and education level to reduce the training cost and staffing turnover. Meanwhile, and fo
nchmarking to assist the company in structuring the job tasks and responsibilities.
Team Leader
30%
45
45
30%
45
45
30%
60
20
10%
15
10
285
am Leader
40%
80
80
30%
60
60
20%
30
40
10%
15
15
380
includes the qualifications, which are the desired abilities and required
mental and physical, is tailored to the time and the way of thinking.
the job description and the level of its complexity. So, the more complex
ment such as slicers and sharp knives; therefore, and in comparison with
factors that affect the individual position. During the evaluation process,
etermining the compensable factors. Moreover, these job descriptions
ly, experience but also, the competencies such as leadership skills. These
job applicant a solid understanding of what will be expected from them
Meanwhile, and for further improvements, it’s highly recommended to
job applicant a solid understanding of what will be expected from them
Meanwhile, and for further improvements, it’s highly recommended to
