POINT METHOD IN JOB EVALUATION

Group 2Elsy Wahyuni 1210932007

Nur Putri Hidayati 1210932013

Fitryani Zulkhaira 1210932043

Sarvina 1210932002

Gesti Astria 1210932066

Fitri Fakhrun Nisa 1210932019

Fiwidya Wahyuni 1210932040

Zaid Zamanda 1210932067

DEFENITION

Point Method is a method in job evaluation by identify the

compensable factors and breaks them down into degrees

FACTOR OF POINT METHOD

Skills

Effort

Responsibilities

Working Conditions

SUBFACTORS OF POINT METHOD

Skill• Experience• Education• Ability

Responsibilities• Fiscal• Supervisory

• Effort– Mental– Physical

• Working Conditions– Location– Hazards– Extremes in

Environment

Each factor is then divided into levels or degrees which are then

assigned points. Each job is rated using the job evaluation

instrument. The points for each factor are summed to form a total

point score for the job.

Jobs are then grouped by total point score and assigned to

wage/salary grades so that similarly rated jobs would be placed in

the same wage/salary grade.

ADVANTAGES

The value of the job is

expressed in monetary

terms.

Can be applied to a

wide range of jobs.

Can be applied to newly

created jobs.

Disadvantages • The pay for each factor

is based on judgments that are subjective.

• The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).

THE STEPS

There are 9 steps to do point method :

1. Select jobs to be evaluated

2. Input job information

3. Select the compensable factors

4. Define compensable factors

5. Define factor degrees

6. Determine total points in plan and weight compensable factors

THE STEP (CONT’)

7. Assign points to degrees within factors or subfactors

8. Evaluate key jobs first if known or evaluate all jobs if key jobs

are not known

9. Write the job evaluation manual

EXAMPLE

Step 1Select jobs to be evaluatedWe choose what job division that will be evaluate.

Step 2 Input the job information.

As with all job evaluation approaches, the

jobs must be analyzed and job descriptions/specifications prepared.

Step 3 Select compensable factors.

Just as with other methods or other job evaluation methods, the point

method generally uses a setof factors like skill, effort, responsibility

and job conditions.

Step 4 Define compensable factors

After we know the compensable factors from the step 3, we must

define one of them and make it specifically.

Step 5 Define Factor Degrees

After that, we must define how many degrees that will used

and make the points for each degrees. Don’t forget to make

the factors that will be analyzed, like job knowledge,

mental, training accountability and so on.

Step 6 Determine the total point of degrees

From the degrees that we have, we calculate total points for

each factors in degrees.

Step 7 Assign points to degree within factors or

subfactors.

Make a clear calculating of the degrees with separate

the job to subfactors points.

Step 8 Evaluate the Jobs

If the problem is with a key job, you return to Step 1; if it is with a

compensable factor, return to Step 3. This is done to validate the job

evaluation; therefore, the wage rate (for example, mean, median) used

for comparison with the hierarchical order is not important. Once fit

between the market rates and key job evaluation rates is established, the

job evaluation plan is validated and should not be changed until the jobs

and compensable factors for those jobs are changed.

Step 9 Write the job evaluation manual

The results of the committee's activities must be written up in a job

evaluation manual. Without a well documented job evaluation plan, the

plan is not usable except by the original committee. Documentation of the

committee's work should include the rationale for the factors chosen, the

rationale for weighting the factors, the rationale and procedures for

assigning points to factor degrees, and, finally, a description of the factors,

subfactors, and the degrees assigned to each.