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Job Evaluation

Job evaluation is a systematic process to determine the relative worth of jobs in an organization. It involves analyzing jobs, ranking or rating them based on factors like skills, effort, responsibilities, and assigning pay grades. Common methods include ranking, grading, point rating and factor comparison. The process involves forming a committee, selecting key jobs to evaluate, analyzing job descriptions, choosing an evaluation method, classifying jobs based on their relative worth, and periodically reviewing evaluations as jobs change over time.

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Shivam Goel
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86 views

Job Evaluation

Job evaluation is a systematic process to determine the relative worth of jobs in an organization. It involves analyzing jobs, ranking or rating them based on factors like skills, effort, responsibilities, and assigning pay grades. Common methods include ranking, grading, point rating and factor comparison. The process involves forming a committee, selecting key jobs to evaluate, analyzing job descriptions, choosing an evaluation method, classifying jobs based on their relative worth, and periodically reviewing evaluations as jobs change over time.

Uploaded by

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

Concept, Process, and Methods

Ms. Simran Kaur


Assistant Professor
Delhi School of Professional Studies and Research
(Affiliated to GGS Indraprastha University)
NAAC ‘A’ Grade Accredited Institution
JOB EVALUATION
• INTRODUCTION
• MERITS AND DEMERITS
• PROCESS
• METHODS
JOB EVALUATION (J/E)
• A Job Evaluation is a systematic way of
determining the value/worth of a job in
relation to other jobs in an organization.
• It tries to make a systematic comparison
between jobs to access their relative worth for
the purpose of establishing a rational pay
structure.
FEATURES OF JOB EVALUATION
• Standards of J/E are relative, not
absolute.
• Tries to access jobs, not people.
• Basis of J/E is Job Analysis.
• Carried on by groups, not individuals.
MERITS OF JOB EVALUATION

• Harmonious relationship between employees


and manager.
• Standardization
• Relevance of new jobs
• Specialization
DEMERITS OF JOB EVALUATION
• Problem of adjustment
• Unrealistic
• Organisational Limitations
• Opposition by workers
• Subjective
METHODS OF JOB EVALUATION

Qualitative Quantitative
Method Method
• Ranking or Job • Point Rating
Comparison • Factor
• Grading or Job Comparison
Classification
1. RANKING METHOD
• Simplest form
• Each job as a whole is compared with other
and this comparison of jobs goes on until all
the jobs have been evaluated and
• ranked.
• All jobs are ranked in the order of their
importance from the simplest to the hardest
or from the highest to the lowest.
1. RANKING METHOD- Example
2. GRADING METHOD
• Also known as classification method
• A job grade is defined as a group of different jobs of
similar difficulty or requiring similar skills to perform
them.
• Job grades are determined on the basis of information
derived from job analysis.
• The grades or classes are created by identifying some
common denominator such as skills, knowledge and
responsibilities.
2. GRADING METHOD - Example
3. POINT RATING METHOD
• Jobs are broke down based on various
identifiable factors such as skill, effort, training,
knowledge, hazards, responsibility, etc.
Thereafter, points are allocated to each of these
factors.
• Weights are given to factors depending on their
importance to perform the job.
• The sum of points gives an index of the relative
significance of the jobs that are rated.
3. POINT RATING METHOD - Example
4. FACTOR COMPARISON METHOD

• Instead of ranking complete jobs, each job is


ranked according to a series of factors. These
factors include mental effort, skill needed,
responsibility, 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 its ranking on each job factor.
4. FACTOR COMPARISON METHOD -
Example
PROCESS OF JOB EVALUATION

• Gaining Acceptance
Top management must explain the aim and
uses of the programme to the employees and
unions
Creating Job Evaluation Committee

EXPERIENCED
EMPLOYEES
As it is not possible
for a single person
to evaluate al key
jobs

UNION
HR
REPRESENTATIVES
EXPERTS
FINDING THE JOB TO BE
EVALUATED

• Every job need not be evaluated.


• This may be too taxing and costly.
• Certain key jobs in each department may be identified.
• While picking up the job care must be taken to ensure that they
represent the type of work performed in that department.
ANALYSING AND PREPARING
JOB DESCRIPTION

THIS REQUIRES THE PREPARATION OF A


JOB DESCRIPITION AND ALSO AN
ANALYSIS OF A JOB THAT NEEDS FOR
SUCCESSFUL PERFORMANCE….
A JOB DESCRIPTION SUMMARIZES THE DUTIES
OF A POSITION AND STAES THE ESSENTIAL
RESPONSIBILITIES…..
SELECTING THE METHOD OF
EVALUATION
•The most important method of
evaluating the jobs must be identified ,
keeping the job factors as well as
organizational demands in mind.
CLASSIFYING JOBS
•The relative worth of various jobs in an
organization may be found out after
arranging jobs in order of importance.

•After determining the worth, compensation


amount is determined.
REVIEWING PERIODICALLY
• In the light of changes in the environmental
conditions (technology, products, services, etc.) jobs
need to be examined closely.
• The traditional clerical functions have undergone a rapid
change in the sectors like banking, insurance, and railways,
after coumputerisation.
• New job description need to be written and the skills needs of
new jobs need to be duly incorporated in the evaluation
process.
• Employees may feel that all the relevant job factors-based on
which their pay has been determined-have not been evaluated
properly.

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