Effects of Tarining and Pay Level on Accuracy Job Evaluation
碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 98 === Subjects evaluated 4 benchmark jobs on 3 dimensions with Hay Guide Chart Profile Method after either being given pay level information or not given pay level information, and after receiving training or being untrained in job evaluation process. The amoun...
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| Format: | Others |
| Language: | en_US |
| Published: |
2010
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| Online Access: | http://ndltd.ncl.edu.tw/handle/12131088662906617635 |
| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 98 === Subjects evaluated 4 benchmark jobs on 3 dimensions with Hay Guide Chart Profile Method after either being given pay level information or not given pay level information, and after receiving training or being untrained in job evaluation process. The amount of information affected primarily the accuracy of the ratings. Those given both pay level and training were generally more accurate in their ratings than those only given training. Trained subjects demonstrated less halo effect and greater accuracy than did those who were untrained. Evaluation training affected primarily the distribution of ratings, the most accurate subjects tended to be those who received training as well as pay level information.
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