Solution

Formal approach:

Factor comparison

Job assessment through factor comparison involves multiple objective cheques of occupational characteristics such as skill requirements and responsibility and decision authority and working conditions (Vulpen, 2024). The set of criteria exists with defined numerical values for each level. The skills factor consists of three elements that range from routine to varied and complex skills. Jobs receive scores through the assessment against each variable which corresponds to the factor description levels.

Informal approach:

Job ranking

Job ranking functions as an unstructured system that arranges jobs by size then requirements to distribute rankings while staying without quantitative value assignments (Van Vulpen, 2020). The selection process will be executed by either a single manager or a small panel which must consider job attributes such as typical tasks alongside required knowledge and skill levels as well as organisational influence of decisions and material and financial and personnel resource responsibilities. The ranking of roles becomes possible because role evaluation happens through job rating thus leading to sequential ranking based on duty limitations and authority distribution. Other methods that assess performance by assigning numerical ratings become less convenient for pay calculation than this method.

The Most Useful Approach

Job ranking would be the optimal approach for Eco-Insulate since it addresses the company’s status as a mid-sized organisation performing many functions

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