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Job Evaluation: Presented To Presented by

The document discusses different methods for evaluating jobs, including ranking, classification, factor comparison, and point methods. The point method involves dividing jobs into components, assigning points to each factor based on its importance, and using total points to determine a job's relative worth. Job evaluation aims to establish a fair wage structure, eliminate inequalities, clarify job responsibilities, and aid other HR functions.

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krunal panchal
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26 views

Job Evaluation: Presented To Presented by

The document discusses different methods for evaluating jobs, including ranking, classification, factor comparison, and point methods. The point method involves dividing jobs into components, assigning points to each factor based on its importance, and using total points to determine a job's relative worth. Job evaluation aims to establish a fair wage structure, eliminate inequalities, clarify job responsibilities, and aid other HR functions.

Uploaded by

krunal panchal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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JOB EVALUATION

 PRESENTED TO

 PRESENTED BY
INTRODUCTION

 Job evaluation can be defined as


“ The process to determine in a systematic and analytical
manner, the relative manner, the relative worth of each job in the
organization based on a set of carefully selected factors such as skill
needed, responsibilities involved , efforts required and job conditions
etc for the purpose of determining wages differentials”
 Job may be defined as regular assignment to individual employee
involving a set of duties, responsibilities and conditions entirely
different from those of other assignments
OBJECTIVES

 To formulate an appropriate and uniform wage structure.


 Eliminates wage inequalities.
 Determine relative value of different job in organisation.
 Clarifies the responsibility and authority associated with the jobs.
 Provides a basis for recruitment, selection, promotion and transfer of
employees.
 Identify need for training of employees.
PRINCIPLE OF JOB EVALUATION

 Job evaluation must attempt to rate the job and not the man.
 Elements of job selected for the job must be common to most of the
jobs, few in number and simple to identify and easy to understand.
 Clean definition of elements and consistency of degrees of such
elements, improve accuracy of job evaluation.
 Secure willing co-operation and support of supervisors on job
evaluation. This is obtained by selling this idea among them and
obtains this participation in the process.
 Secure co-operation and participation from employees.
 Minimise number of wage rate within each grade.
JOB EVALUATION METHODS
RANKING METHOD

 This is the easiest and simplest method of


job evaluation.
 In this method the jobs are ranked from the
most important one to the least important.
 Each department head arranges the job in
their department in the order of
importance.
 The individual department pass on their
ranking to a cenyral committee who
groups the job into grades.
CLASSIFICATION METHOD

 In this method, job are classified in


groups of skill, difficulty, responsibility,
importance and other requirements
 It may be production job, a sales job
or an office job
 Each job family can be broken into a
number of grades like grade 1to
grade 5.
 Grade 1- less skill, precision and
accuracy.
 Grade 2 – skilled, precise and highly
accurate work
FACTOR COMPARISON METHOD

 In this method detailed analysis of the job is carried out by


employing following five main factors
 Skill
 Mental effort
 Physical effort
 Responsibilities
 Working conditions
POINT METHOD

 It is the most widely used method of job evaluation.


 Under it, jobs are divided into component factors. Points or
weightage are assigned to each factor depending on the degree
of its importance in a particular job.
 The total points for a job indicate its relative worth or value.

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