ABSTRAIT
ll y a le temp quand wte organization devient grande. Dans cet moment-la, ily a beacoup des gens en fonctions differents, faisent beaucoup des choses dans cetteorganization. Parfois, les structures des positions, les responsabilites de chaqueposition, les remunerations dans cette organization devient pas tres claire. Lesresponsabilites de chaque position et les differenciation entre chaque position et lesautres devient tres varies et complexes. Pour connaitre le condition de structure des positions d 'organization, et pourconstruire un meillure structure des positions et de remuneration dans cetteorganization, une organisation doit faire une evaluation des positions. II y a quelques methods d'evaluation des positions. John M. Ivancevich, dansson livre Human Resource Management (Gestion de Resource Humaines), montrequatre methods d'evaluation: 1. The Rating method 2. Classification method 3. Tite Point system 4. The Factor method PT. Schneider Indonesia and PT. Schneider Ometraco, membre du GroupeSchneider, ont decide de faire wte projet d'evaluation de position pour toutes lespositions dans les organisations. Cette projet-la a commence a octobre jusqu'a Ia fmde decembre. lls ont invite le consultant du management International qui s'appelleWilliam M. Mercer Indonesia (il ete connu le Corporate Resource Group/CRG) pourfaire d'evaluation des positions sur Schneider. William M Mercer offre son method d'evaluation des position, qu'ils'appele International Position Evaluation (IPE). William M. Mercer International estie proprietaire de cette method d' evaluation des positions. Je m'interesse de montre dans cette mernoire qu-est que ce le methodInternational Position Evaluation (IPE). Je montre le definition de IPE, les fonctions,et les demarches d' evaluation des positions sw1out l' evaluation des positions qui a eua Schneider. Je montre de comparaison entre le method de IPE avec les autresmethods d'evaluation des positions mentione avant A Ia fin de cette memoire, jemontre les avantages et les inconvenients de chaque method d'evaluation.ABSTRACT
When an organization was created, perhaps it will consist of only severalpositions doing several different functions. The creation of the tittles or positions andthe definition of duties and responsibilities (job description) perhaps was in the handof one person or several people tmder the Human Resource function. When theorganization was not complicated, it wouldn't be too complicated to construct the jobdescription and to create the positions grading within the organization. When theorganization evolves, the needs for the positions doing more and more functionsdevelop along the development of the organization. At this point, the definition of jobdescription, the def"mition of the roles and responsibilities, and the differentiation ofthe salary structure become very complicated. There will be time when theorganization needs to know its effectiveness and condition. To check the integrity of the organization and to create a better organizationstructure, the organization needs to do the evaluation on jobs or positions which existin the organization. There are some methods on the job evaluation. Four of them arementioned by John M Ivancevich, in his book "Human Resource Management". Themethods mentioned are: 1. The Rating method 2. The Classification method 3. The Point System 4. The Factor method PT. Schneider Indonesia and PT. Schneider Ometraco, as one of amultinational company operating in Indonesia, feels the urge to do Job/positionevaluation within the organization. They have decided to invite an InternationalManageruent consultant, William M Mercer Indonesia, to be involved in doing theposition evaluation. William M Mercer offers its own method of job/positionevaluation known as International Position Evaluation to be applied on the jobevaluation in Schneider. In doing the evaluation, they will be able to know: 1. Whether its structure is good. The organization may be able to constructbetter organization structure. The structure will be based on the worth ofeach position for the organization. 2. The salary structure will be improved by having the salary structure whichis based on the position worth for the organization. 3. The roles, responsibilities and the duties of the positions will be clarified.Then the relation between fimctions will be clear. 4. The Schneider has found out that the position tittles in the OIBaniz.ationcan be simplified. Therefore it will simplify the works of the HumanResource Management. 5. The career planning will be based on the more good-structured positionrankings. By comparing the International Position Evaluation (IPE) method with theother job evaluation methods mentioned above, the IPE method offers more factorsto be considered. So it is obvious that the IPE method is the most sophisticated thanthe other evaluation methods. |
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