The two methods of job evaluation are as follows: 1. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… 2. The system of job evaluation being systematic and objective is more acceptable to workers as well as management. 2 JOB EVALUATION METHODS/TECHNIQUES Jobs are evaluated on the basis of various techniques. It was first developed by E.J. The scale, once decided can be used for fairly a long period. There are three major approaches to job evaluation a company can use. It can easily be explained to workers. Each factor of evaluation should be further subdivided into degrees for example, experience which is commonly used factor in each job may be subdivided into five degrees. The choice of an evaluation method is important and will depend on the number and type of jobs … This method determines the relative ranks of the jobs to be evaluated in relation to monetary scale. The key jobs are carefully chosen from major departments or main functions. Job evaluation as a process is … Image Guidelines 5. 4. Benge in 1926. The general purpose for carrying out job evaluations using this … It is very easy to understand and easy to explain to employees. 3. Job analysis, is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job … This of course varies depending on the company's objectives and methods of operation. This method is successfully used in government departments. The benefit of this method is that employees can understand that their pay rate is not completely subjective and is comparable to the pay rates received by others within the company. Various factors are assigned points and sum of them gives us an index for the relative importance or weight age of the job that are related. A number of important factor to be considered in each job are identified. This method is useful even if the number of jobs is very large. The method is simple to understand and easy to operate. Often, companies complete more than one evaluation using different approaches. The allotting of marks to various factors and sub – factors is also a difficult job. For example, in a large company, the simplicity of the ranking method might be problematic, because there are dozens of individual positions. 7. Though it is not essential to prepare job description under ranking system but it is better and helpful in this system. There may be frequent changes in wage levels requiring adjustment in key jobs. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. 4. The points assigned to each factor are summed up for finding out the value of job. The points of different jobs are later on , converted into wage rates. … 1. The job requirement of supervisor will be different from that of an unskilled worker or semi skilled labour. Since quality is an important aspect of measurement and evaluation, It is of immense importance. For example, there may be one plan fo r skilled shop jobs, anot her plan for unskilled All jobs are compared with key job factor by factor to find out their relative importance and position in the scale of jobs. This method is expensive and small units cannot afford to use it. Content Guidelines 2. For example, the positions of treasurer and accountant would be in one class because they both require working with economic data. It can be used for evaluation of unlike jobs. 2. Steps in the Job Evaluation Process There are many variations of job evaluation methods. 3. Job evaluation is a process of determining the relative worth of a job. The various jobs are ranked on the basis of each of the five factors given earlier. Points Rating: This is the most widely used method of job evaluation. job analysis is recorded in the precise language of a job description. 20 the 160 points are equivalent to Rs. A committee of several executives is constituted, which analyze the description of jobs and ranks them in order of importance. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Quantitative Methods! The degree of each factor is also determined for assigning points. The number of factors used being limited, it helps in avoiding overlapping. The jobs may be graded as skilled, unskilled, clerical, administrative, etc. There should be separate evaluation procedure for each class because the factors affecting them will be different. This system is systematic where every job factor is quantified. The system is not suitable for large organizations because of its not- flexibility. It gives us a numerical basis for wage differentials. Requests for reviews/grievances 42 … 4. The ranking is provided to the job on the basis of this comparison. Factory jobs should not be compared with clerical jobs or unskilled jobs because of their different nature. Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation … It is very difficult to select the number of factors required for evaluating a job. Each factor of key job is then allocated a basic pay. The element of human basis is reduced to minimum level. This method suffers form the following drawbacks: 1. 4. The former are known as such because quantitative aspects of jobs are considered for ranking them while in the later quantitative techniques are used in listing the jobs. 2. Each factor may be assigned a weight as per its significance. The classification of jobs is done by some of the executives, human bias exist in this method because no set standards are available for classification. The ranking is not based on standard criterion so human bias due to presences of human factor can not ruled out. Open Learning World: Job Evaluation Methods. It evaluates the position, not the performance of employees. Non-analytical Job Evaluation Methods Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he... Job Grading Method: Also known a s Job-Classification Method. Using this method requires businesspeople to ascertain how each job is connected to each business function. 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