JOb Evaluation - slides by SIMON (BUBT)

8/4/2019 JOb Evaluation - slides by SIMON (BUBT)

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JOB EVALUATION


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Job evaluation is a way of breaking down a job into measurableparts, so each part of a job can be given a points value. To do

this, job evaluation looks at all aspects of the job. Job evaluation

is about the job and not the person doing the job.

These relative values of jobs assist in deciding wage rate and

salaries for different jobs.

Main stages in the Job Evaluation process:

Continued

WHAT IS JOB EVALUATION?

Strategic

Objective

HR

Plan

Job

Analysis

Job

Evaluation

Reward

Structure


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Some Major Decisions in Job Evaluation: Determine overall strategy & objectives.

To get right people with right skill in the right place at the

right time.

Getting information about job. Evaluate plans usefulness.


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IMPORTANCE OF JOB EVALUATION

Job evaluation has some benefits. The organization,management and employees enjoy these benefits directly orindirectly. The benefits of job evaluation are listed below:

Wage structure:

Job evaluation helps management establish an acceptable paystructure in the organization.

Measuring importance of jobs:Job evaluation makes pricing of jobs determining status andimportance of jobs.

Reduction of discrimination:It reduces discrimination among same level of jobs through

determining relative importance of jobs.


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Measure of work:It helps constitute standard of work and wages, which are

acceptable to various levels of employees.

Labor-management relations:Another benefit of job evaluation is the establishment of good

human relation among management and labor.

Data collection:For making the job evaluation a success, several data and

information can be collected.


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Nature of work:Management comes to know about the nature of work for many

purposes. Job evaluation helps in this respect.

Price determination:

Management can determine worth of each job in relation to

other jobs with the help of job evaluation program.


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Objectives/Purposes

Job evaluation is done to achieve a number of objectives

in the organization. These objectives are given below:

To provide systematic, definite and factual information

for determining the relative worth of the jobs of anorganization.

To provide a basis for equity in wage and salary

administration within the organization.

To enable the management to predict and control pay

roll cost more accurately.


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To serve as a basis for negotiation with theemployees unions and collective bargaining agentof the organization.

To help in selecting, placing, training, promotingand transferring of the employees of theorganization.

To provide a frame work for periodic review of thewages and salaries of the employees in theorganization


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JOB EVALUATION METHODS

Four techniques are widely used by the rater orevaluator.

These are:

Ranking method.

Job classification method.

Point system.

Factor Comparison method


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JOB EVALUATION METHODS

Ranking method:In the ranking method jobs of the organization are arranged

or values in order of their increasing levels i.e. from lower

position to higher position.

In another way it can be said that, the different jobs,

depending upon their requirements, responsibilities

involved and their importance to the organization ere

ranked, graded or placed from top to bottom.


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For Example:Jobs: A B C D

Arrangements on departmental level:

Department -1 Department -2 Department -3

Jobs Ranks Jobs Ranks Jobs Ranks

B 3 A 4 A 4

C 1 B 3 C 2

A 4 D 1 B 3

D 2 C 2 D 1


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Job Classification Method:In this method first major job classes of the organization are establishedwith necessary job descriptions. Then each job of the organization is

compared and fitted or placed in the related job class on the basis of job

descriptions.For Example:

Job class for clerical positions:

Job Classification Job Descriptions

A grade clerk Capable of handling complicated work.

B grade clerk Must assume more clerical responsibilities.

C grade clerk Must be skilled for the clerical job by a knowledge of

details.


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Point Method:In this method the evaluator first of all decides a number of factors

Which are more or less common to all jobs of the organization. Then

some point values / weight values are assigned to each of these

factors on the basis of their relative importance to the jobs of the

organization.

For Example:Factors Point Values

A (Skills) 500

1 1002 125

3 75

4 150

5 50


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Point Method:For Example:

Factors Point Values

B (Efforts) 250

1 50

2 50

3 50

4 50

5 50

Each degree is awarded certain points, these points are totaled

and then they indicate the importance of job.


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Factor Comparison Method:In this method the evaluator first of all selects number key jobs

from among the jobs of the organization.

Then the evaluator will select a number of factors which arecommon more or less to all jobs of the organization.

Then key jobs are ranked on the basis of their relative importance

to the organization. This ranking is done in two ways:

Firstly- On overall basis.

Secondly- Factor by factor basis.


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This method depends upon four factors: Skill ( the experience, training, ability, and education ).

Mental or Physical effort ( the measurement of the physical or

mental exertion needed for performance).

Responsibility (the extent to which an employer depends on the

employee to perform the job as expected, with emphasis on the

importance of job obligation).

Working condition (hazards, dust, smoke, noise, temperature).


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COMPARISON OFJOB EVALUATION METHODS

ADVANTAGE DISADVANTAGE

It rates the job and

determines the compensationfor it.

It rates the man and

determines the compensationto him for his services.

RANKING METHOD


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Can group a wide range of work

together in one system, simple,

more accurate than raking

method.

Not useful for large org, time

consuming, not involved

detailed job analysis

CLASSIFICATIONMETHOD


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POINT METHOD


Compensable factors call out basis

for comparisons.

Compensable factors communicate

what is valued.

Can become bureaucratic and

rule bound.


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Finds wages for a job, wages can

be calculated speedily, greaterconsistency in the judgment, size

of jobs can be measured.

Expensive, Time Consuming

FACTOR COMPARISONMETHOD


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wish you all the best

inyour future endeavour

JOb Evaluation - slides by SIMON (BUBT)

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