Considerations
Evaluation

Asfter implementing the job sharing arrangement, the next step would be to evaluate the whole programme.  Two key issues to consider throughout this process are whether the identified business aims / goals satisfied, and whether the employee needs are satisfied. 

A job sharing arrangement should be supported if there are no adverse effects to the way the organisation functions.  When assessing the employee’s performance standards and productivity, performance feedback may be sought from the job sharer’s immediate supervisor and co-workers (where appropriate), with the focus on whether performance and productivity are maintained – any increase should be regarded as a bonus rather than an essential criteria.   

To assess the programme’s cost effectiveness, another cost-benefit analysis may be done.  It is important to note that in the short run, costs incurred by the organisation may increase as two employees are hired for one position.  However, in the long run, benefits gained are often greater than the costs incurred, many of which are qualitative rather than quantitative.  Organisations benefit through retaining its valued employees and hence reducing the cost of training a new employee for the position.

Furthermore, business needs may not always be solely or primary about saving costs. Although having two skilled and experienced employees for one post may increase cost, they will also be able to give more views and better ideas due to their expertise in the particular field. This is especially important to some major clients who may even be willing to pay more for this expertise. It also gives the organisation an increased edge against competitors.