Job analysis is the process of identifying and determining in detail contents of a particular job whereas job evaluation specifies the relative value or worth of each job in an organization. Main key factors of the jobs may be as under: (i) Skill; (ii) Responsibility; (iii) Efforts; (iv) Working Conditions. (6) To provide a factual, basis for the consideration of wage rates for & similar jobs in a community and in an industry; (7) To provide information for work organisation, employees selection, placement, training and numerous other similar problems. A job evaluation does not judge the person in a position, but the position itself. ; and. It is an attempt to assess and compare the demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned. (vi) Helps in determining the training need and type of persons required – As job evaluation involves analysis of different components of job, it enables organization to determine training need and type of persons required to handle such job. Outlining the job. One of the biggest criticisms of job evaluation is that it is conducted from the employer’s point of view. The management must give widest publicity to every phase of the programme. This requires grouping or arranging jobs in a correct sequence in terms of value to the firm, and relating them to the money terms in order to ascertain their relative value. the process of comparing jobs in an organization to decide what is involved in each one and the salary that should be paid for it: 85% of workplaces have no job evaluation. It is the line manager’s responsibility to ensure that all documents are complete in final form prior to making a request for job … defines job evaluation as an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned. (1) Specific job requirements (such as skill, effort and responsibility) are not normally analysed separately. It is a systematic method of evaluating or appraising the value of one job in relation to the other jobs. 4. It is based on an initial definition of the number and characteristics of the grades into which jobs will be placed. Therefore, it is suitable for small organisations with clearly defined jobs. iv. Job Evaluation The process of determining how valuable a position is to a company. 2.90 per hour. 3. Rate of wages is determined on the basis of importance of job. What is Job Evaluation – Meaning Job evaluation is a term which is applied to a number of distinct but related administrative methods which rank or assess the relative value of different jobs or occupations. Second, the reliance of job evaluation is upon the exercise of human judgement as the method by which ranking of relative work or value of the different jobs in the family or population is arrived at. Top management support – The support of top management should be secured. totherelativepositionofitsjob-titlecardinthestack. Job Evaluation (JE) is the analysis and evaluation of work for the purpose of determining the relative value of each job in an organization. Job evaluation is a method for comparing different jobs to provide a basis for grading and pay structure. Job evaluation is a methodical way of confirming the value of job in relation to other jobs in an organisation. Its main objective is to adopt suitable wage structure. If the total of points of job is 150, it will be in this category and its wages will be Rs. Pay grades are determined for, and assigned to, all the job classification. Supervisors should receive training in advance of actual intro­duction of the plan, to enable them to explain the policies, principles and procedures. Though job evaluation cannot be regarded as exact science, yet it is a scientific and systematic technique of determining the relative worth of the job within the organisation taking into consideration the following two factors i.e. 2. Job evaluation is a time-consuming process requiring specialised technical personnel to undertake it and, thus, is likely to be costly also. (3) Rate the job and not the man. Job Evaluation and Position Classification Procedures The following information is provided to assist managers with understanding the processes for job evaluation as it relates to determining position classification and staff wage grade. Objectives, Features, Importance, Factors , Definitions by Some Eminent Scholars Like, Dale Yoder, Wendell French and Other Institutions, – Factors that Job Evaluators Consider while Evaluating a Job, Step # 1. The human resource is very vital for any organisation. Job Evaluation. All the jobs in the same grade receive the same wage orange of rates. A consistent policy can be pursued through job evaluation. Evaluation definition is - the act or result of evaluating : determination of the value, nature, character, or quality of something or someone. We measure jobs by size AND shape. It is a process which is helpful even for framing compensation plans by the personnel manager. In job classification, a job analysis and evaluation occurs when a new position is created. Study the jobs or evaluate the jobs objectively and open-mindedly. iv. Factors that job evaluators generally consider while evaluating a job are: (a) Specific training need or qualification requirements to perform the assigned tasks better, (b) Requisite knowledge and skills for successful accomplishment of the job, (c) Complexity or intricacy of tasks demanding special skills, (d) Interaction with different departments of the organization, (e) Problem-solving skills and independent judgement for promptness, (f) Accountability and responsibility for fault-free activities, (g) Decision-making authority to develop leadership skills, (h) Degree of supervision required for the task, (i) Cross-training requirements for multiskilling and multitasking, (j) Working conditions such as illumination, noise, ventilation, etc. Organisation chart showing the location of the job under review. (5) Definitions are written in terms applicable to the type of jobs being evaluated, and these can be understood by all. What is a job evaluation? Prohibited Content 3. © 2012 Farlex, Inc. Together, these distinguish job evaluation as a category of wages and salary determination. Step # 2. Information and translations of JOB EVALUATION in the most comprehensive dictionary definitions resource on the web. 200%. 8. (c) The basic information on which job evaluation are made is obtained from job analysis. Jobs cannot continue without updating new jobs and change in obedience to changing conditions and situations. Cost of job evaluation – It should not involve high cost of installation and administration. Job evaluation is a generic term covering the systematic methods of determining the relative worth of a job. The Committee consists of an Independent Chair, a representative of the employer and an employee designate. Job evaluations may be carried out in order to help businesses: Job evaluation differs from job analysis – the latter is the process of gathering information about a job, whereas job evaluation goes a stage further by placing a relative value on a job so that a fair and suitable pay framework can be produced. In every case it is the job that is evaluated not the person doing the job. Job evaluation is a term which is applied to a number of distinct but related administrative methods which rank or assess the relative value of different jobs or occupations. Comparative study of these jobs is very essential because on the basis of such study the structure of wages for different type of job is prepared. How to use evaluation in a sentence. Meaning of JOB EVALUATION. iii. Programme 11. Job Evaluation definition A systematic, formal process that allows organisations to compare jobs to others across the company and the industry. (1) The task of defining job factors and factor degrees is a time-consuming and difficult task. It is a complex of job analysis, the study of jobs, job description, the statements of the results of the analysis upon which follows job grading, the placing of jobs in a sequence or ranking which is the basis of job assessment and the establishment of fair pay based on job grading. Job evaluation is the process of determining the relative worth of different categories of jobs by analyzing their responsibilities and consequently, fixation of their remuneration. Disclaimer 8. Basically, it provides a systematic catalogue of the jobs in an organisation, which is indispensable for management purposes. Only point values and degrees of each element should be discussed. (5) Foremen should participate in the rating of jobs in their own departments. Grade descriptions are the result of the basic job information which is usually derived from a job analysis. The Job Evaluation Process consists of a broad spectrum of activities which begins with the Job Analysis Process. It is essentially a job rating process, not unlike the rating of employees.”. Job evaluation system came into common use during the World War II. This is pos­sible because job evaluation establishes a ra­tional and consistent wage structure. They are more complex and are time-consuming. THE BASIC STEPS FOR DEVELOPING A JOB EVALUATION IN YOUR ORGANIZATION: STEP 1: Define the jobs STEP 2: Select a job evaluation method The process of defining a job is called job analysis. (3) It is far less expensive to put into effect than other systems, and requires little effort for maintenance. Uploader Agreement, Read Accounting Notes, Procedures, Problems and Solutions. ii. Evaluation factors – The factors selected for evaluation should be measurable and definable and represent job content. International Labor Organization (ILO) has defined a job evaluation as: “Job evaluation is an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual performance of the workers concerned”. Since mankind began exchanging money for goods and services, businesses and their staff have been negotiating the price of work. The GNWT complies with equal pay for work of equal value and ensures that jobs are assessed in a gender-neutral manner and based on skill, effort, responsibility and working conditions. Plans commonly used today represent variations of these basic methods. It is difficult to explain to supervisors and employees. Job Evaluation Definition. Job evaluation offers advantages of job analy­sis process such as proper recruitment, selec­tion, training, promotion, transfers etc. (ii) Influence of human error – There is no standard list of factors to be considered and there is a difficulty in measuring the some factors. Steps Involved in Evaluation Procedure 9. It also works as a safeguard against industrial disputes. Key jobs are assigned to an appropriate grade level and their relationship to each other studied. (7) Factors are rated by points which make it possible for one to be consistent in assigning money values to the total job points. This is obtained by selling this idea among them and obtains this participation in the process. (ii) It makes a clear distinction between different jobs. Content Filtration 6. Separate pay structure should be maintained for major groups of employees. It may be explained by the following tables: Above table makes it clear that the jobs having a total of points between 100 to 200, will be paid the basic wages of Rs. (1) To provide a standard procedure for determining the relative worth of each job in a plant; (2) To secure and maintain complete, accurate and impersonal descriptions of each distinct job or occupation in the entire plant; (3) To ensure that like wages are paid to all qualified employees for like work; (4) To promote a fair and accurate consideration of all employees for advancement and transfer; (5) To determine the rate of pay for each job which is fair and equitable with relation to other jobs in the plant, community of industry? (7) In talking to foremen and employees, any discussion of money value should be avoided. (6) Prejudice and human judgment are minimised, i.e., the system cannot be easily manipulated. Job evaluation is the only one of the starting points for establishing the relative differentiation of base wage rates. Job analysis also provides the required information that is necessary for evaluating the worthiness of jobs. Some jobs are ‘worth’ more than others. (1) Consideration of the ‘job as a whole’, versus consideration of compensable factors; and (2) judging and comparing jobs with each other rather than assigning numerical scores on a rating scale. The purpose of job evaluation is to produce a defensive ranking of jobs on which a rational and acceptable pay structure can be built. The I.L.O. It helps a company make wage, salary and/or benefit decisions for the jobs it creates. These factors may age in be sub-divided into sub-factors as follows: Skill = Education, Training and Experience. (8) The workers acceptance of the system is favourable because it is more systematic and objective than other job evaluation methods. Job D is most important from the point of view of working conditions. It is a systematic method of evaluating or appraising the value of one job in relation to the other jobs. Select and Prepare a Job Evaluation Plan – This means that a job must be broken down into its components part, i.e., it should be involve the selection of factors, elements need for the performance of all jobs for which money is paid, determining their value and preparing written instructions for evaluation. job evaluation definition in English dictionary, job evaluation meaning, synonyms, see also 'programme evaluation and review technique',evacuation',evaluator',evaluative'. Meaning: Job evaluation is an orderly and systematic process of determining the wages (or worth) of the job in relation to other jobs.It is a process of rewarding the job after it has been analysed. The Deputy Head will refer the appeal to the Manager, Job Evaluation & Organizational Design, who in turn refers it to a job evaluation review board known as the Special Review Committee. It helps a company decide the extent to which a job produces revenue, improves efficiency or adds value in some other way. This method involves the following four steps: After selecting key factors of all the jobs, some key jobs are selected on the basis of these key factors. Before uploading and sharing your knowledge on this site, please read the following pages: 1. The issue is whether job evaluation should be viewed as a measurement device, and therefore be valued according to _____ standards, or as an administrative procedure that invites discussion and consensus.Some researchers say that if job value can be quantified, then job evaluation takes on the trappings of measurements and can be judged according to technical standards. (ii) Although it represents an advance in accuracy over the ranking method, it still leaves much to be desired because personal evaluations by executives (unskilled in such work) establish the major classes, and determine into which classes each job should be placed. In the words of the Netherlands Committee of Experts on Job Evaluation, “job evaluation is a method which helps to establish a justified rank order of jobs as a whole, being a foundation for the setting of wages. Job evaluation needs to be differentiated from job analysis. The first two systems are called the non-analytical or non-quantitative or summary systems, because they utilise new-quantitative methods of listing jobs in order of difficulty and are, therefore, simple. Each job is compared with all the on sub- factors, and number of degrees. ADVERTISEMENTS: Job-Evaluation: it’s Meaning and Definition! Job evaluation and compensation. Human Resource Management, Employees, Job Evaluation. It is a systematic method of evaluating or appraising the value of one job in relation to the other jobs. Job evaluation is a systematic and orderly process of determining the … Though two separate processes, Job Analysis data will be needed and used during the Job Evaluation process. The job classification is evaluated each time a significant change occurs in a job. This method is based on the assumption that there are some key factors for every job. Compensation criteria should be definable and measurable. First, the focus of job evaluation is upon the job itself, its content or its demands upon the normal average or standard worker performing it rather than upon the person doing it and what he/she may choose to put into it. The principal differences between these methods reflect. A definition. Find out special features of each job and study the inter-relationship among the jobs. Please direct all questions to your HR Manager. (3) Money rates, when used as a basis of rating, tend to influence the actual rate more than the abstract point. This class description broadly reflects level of education, mental skill, profit impact or some combination of these. Job evaluation is often seen as the foundation for a fair and efficient pay framework. This job evaluation process helps to determine the true qualities and efficiency of work in the given work field. . (2) Job Classification or Grading Method: Job Evaluation Programme– : Prerequisites, Guidelines and Measures Adopted. Job evaluation aims to determine a job’s relative worth.The job evaluation is a formal and systematic comparison of jobs to determine the worth of one job relative to another. Job evaluation as a process is advantageous to a company in many ways: Job evaluation has been defined as a process of analysis and assessment of jobs to ascertain reliably the relative worth. But it is to be seen whether this resource is being properly utilised. Report a Violation 10. About-10 to 20 jobs are selected, which include all the major departments and functions and cover all the grades. Image Guidelines 4. Jump to: Position Classification Staff Wage Grade Determination When is a Job Evaluation 6. Common tasks, responsibilities, knowledge blind experience can be identified by the process of job analysis. Job Evaluation : Definition, Objectives, Features, Importance, Factors , Principles, Procedure, Steps, Programme and More.. Job Evaluation Meaning – What is Job Evaluation? Under this system, a number of pre-determined grades or classifications are first established by a committee and then the various jobs are assigned within each grade or class. The job contents may be decided upon in two ways, i.e. (e) Some degree of subjectivity is always present in job evaluation. Therefore job evaluation is not suitable for determining the relative worth of managerial job. But, these skills cannot be measured in quantitative terms. The purpose of the job evaluation is to have a satisfactory wage differential. But it has been called that job-evaluation is a systematic technique. Education of employees on job evaluation technique – All employees should be enlightened on job evaluation techniques and programme. Copyright 9. The ranking system of job evaluation usually measures each job in comparison with other jobs in terms of the relative importance of the following five factors: (i) Supervision and leadership of subordinates; (ii) Probability and consequences of errors (in terms of waste, damage, to equipment, delays, complaints, confusion, spoilage of product, discrepancies, etc. Job evaluation is the process of assessing or measuring the relative worth of Jobs. Sometimes, a series of grades or zones are established, and all the jobs in the organisation are arranged into these. For example, the “Equal pay for equal Work” Act focuses on four factors: Working conditions responsibility, efforts and skills. 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