Job Evaluation PPT PDF

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Job Evaluation...

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JOB EVALUATION CONCEPT AND METHODS

A job-evaluation program involves answering several questions: The major ones are: • Which jobs are to be evaluated? • Who should evaluate the jobs? • What training do the evaluation need? • How much time is involved? • What should be the criteria for evaluation?

Meaning of Job evaluation

Job of evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. An assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factoers , such as qualification and skills required .

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Objective of Job Evaluation The objective of job evaluation is to determine

which job should get more pay than others. • Gather information and data relating to job description , job specification and employee specification of various jobs in the organizations. • To determine the hierarchy/ rank based jobs in the organization.

• To determine duties , responsibilities and demands of the job with that of other jobs.

Job evaluation methods

NonAnalytic al

Analytic al

Point Method

Factor Compariso n Method

Rankin g Metho d

JobGrading Method

Bandin g Method

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2. Factor comparison method Under this method ,instead of ranking complete

jobs, each job is ranked according to to a series of factors . These factors include mental effort, physical effort , physical effort , skill needed , responsibilty working conditions etc. • Pay will be assigned in this method by comparing the weights of factors required for each job

• Wages are assigned to the job in comparison to the ranking on each factor .

Non-Analytical Method

1. Ranking method

• Simplest Method • Inexpensive Method • In this method Each Entity Is Compared to every other entity in terms of value of the organization

Definitio n Ranking, This method is one of the simplest to administered. Jobs are compared to each other based on the overall worth of the job to the organization. The worth of job is usually based on certain judgment of Skills, Efforts, Responsibilities and working conditions.

Merits of Ranking method • simple to use • Required little time • Minimal administration required

Demerits of Ranking Method • Possibility of Biasedness • Ranking by different evaluators are not comparable • Some times criteria for ranking is not understood • Very difficult to use if there is large number of

2. Grading or Classification Method

EXAMPLE: Let's say that Beth wants to develop a class for administrative workers. Within this class she may have three different grades, or levels, based upon the nature of the work and the level of responsibility. She calls them A-1, A-2 and A-3: • A-1 performs clerical work under close supervision. The job typically requires a high school diploma and a general knowledge of office procedures, equipment, etiquette and the ability to follow instructions. There are no supervisory responsibilities. • A-2 performs clerical work with no supervision and may be assigned simple special projects. The job typically requires an associate level or vocational degree and requires the same knowledge as an A-1 as well as intermediate knowledge of word processing and spreadsheets. • A-3 may perform the duties of A-1 and A-2 but independent of any supervision. A- 3 personnel may also engage in special projects without supervision, provide personal administrative assistance to management level personnel and may have supervisory responsibilities over A-1 and A-2 personnel. • Beth may place the executive assistant to the company's president in the A-3 grade, while a mail clerk would be placed in grade A-1. Of course, Beth may develop classes and grades of other types of job categories such as research, management and marketing. A good...