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- Blomskog, Stig
(författare)
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A formal analysis of a conventional job evaluation system
- 2007
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- In this paper we analyze the use of numerical information in the context of job evaluation. The analysis is based on the job evaluation system Steps to Pay Equity, which is recommended by the European Project on Equal Pay supported by the European commission. The main findings can be summarized as follows. Firstly, in Steps to Pay Equity no method is suggested that can be used in order to construct stronger scales than ordinal scales. This implies that rankings of jobs are based on the addition of ordinal scales, which means that the rankings are very unstable for admissible transformations. Secondly, there is no explicit definition or explanation how the weights should be interpreted, something that hampers an assessment about the reasonability of the assigned weights. Thirdly, the convention to classify jobs on predefined levels can give rise to heavy deformations of relevant differences between jobs, which means that received rankings of jobs are unjustified guidance for impartial pay setting. We suggest a possible remedy by illustrating the use of a specific multi-attribute evaluation model.
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- Blomskog, Stig
(författare)
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An analysis of the principle ”Equal Pay for Jobs of Equal Value”
- 2007
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- In this paper we analyze a number of assumptions and conceptual issues that arise in applications of conventional job evaluations, which are used in order to implement the principle “Equal Pay for Jobs of Equal Value” according to the Equal Pay Acts.The main findings of the analysis can be summarized as follows: 1) A lack of a distinction between subjective and objective criteria as well as between descriptive and evaluative criteria, 2) A defective interpretation of independency conditions that are necessary in order to represent evaluation of jobs by weighted sums of scores, 3) An incorrect diagnosis and subsequently incorrect remedies of defects in job evaluation methods, 4) An incorrect interpretation of the meaning of key concepts such as “Jobs of Equal Value”, 5) Unwarranted assumptions about formal features of relations defined by the concept “Jobs of Equal Value”.
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- Blomskog, Stig
(författare)
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An Evaluation of Employee Performance Based on Imprecise Value Judgments : Two Experiments
- 2007
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- In this paper we test the usefulness of imprecise value judgments in evaluating employee performance. The test is based on two experiments which evaluate the performance of college lecturers. The experiments are carried out by applying the PRIME model (Preference Ratios in Multi-attribute Evaluation), a specific multi-attribute value model that supports the use of imprecise value judgments. The test shows that the use of imprecise value judgments, as synthesized by the PRIME model, can remedy a number of defects that are identified in conventional evaluation models in regard to job requirements and employee performance.
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