The classification of jobs is done by some of the executives, human bias exist in this method because no set standards are available for classification. Under this system the jobs are only ranked in some order and the exact difference between different jobs is not determined. Using this method requires businesspeople to ascertain how each job is connected to each business function. In this method, the overall job is compared with the other set of jobs … The scale, once decided can be used for fairly a long period. Non-analytical Job Evaluation Methods. It involves quantitative and analytical approach to the measurement of job value. With the increase in number of jobs, the system becomes difficult to implement. Points Rating: This is the most widely used method of job evaluation. Perhaps the easiest method that Beth can use for job evaluation is the job ranking method. While many variations of these methods exist in practice, the three basic approaches are described here. The element of human basis is reduced to minimum level. This system is systematic where every job factor is quantified. Wanda Thibodeaux is a freelance writer and editor based in Eagan, Minn. She has been published in both print and Web publications and has written on everything from fly fishing to parenting. There thus is not really a "best" approach, because all approaches can be used in conjunction with each other. All the jobs are then ranked from lowest to highest or vice-versa. These evaluations are extremely important to companies because they provide the basis for pay rates. If a job is connected to many functions, it usually gets a higher ranking and pay assignment. Copyright 10. Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure. The ranking is provided to the job on the basis of this comparison. The key jobs are carefully chosen from major departments or main functions. The selection of key jobs is the next very important step. For each grade or class there is different rate of wages. With the point approach, company agents list components with which to evaluate each job. The jobs may be graded as skilled, unskilled, clerical, administrative, etc. Despite the limitations or problems, job evaluation is the most appropriate technique for fixing and revising the wage as it is a systematic and objective method of wage fixation. No job analysis is essential in this method; there is a possibility of wrong classification for jobs. For example, one component might be physical effort or the amount of supervision the job requires. mental efforts, skill, physical effort, responsibilities and working conditions. 3200 in money value. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. Factor comparison method enjoys the following advantages: 1. Often, companies complete more than one evaluation using different approaches. 1. Ranking method. The various jobs are ranked on the basis of each of the five factors given earlier. Before publishing your articles on this site, please read the following pages: 1. 1. It uses many of the same methods used in traditional social research, but because it takes place within … 5. Everything you need to know about the job analysis methods. The first degree may have experience of 3 to 6 month with 5 point, second degree points having experience from 6 months to 1 year with 10 points 15 for experience between 1 to 2 years, 20 points for experience of 2 to 4 years and 25 points for experience of over 4 years and so on. The job requirement of supervisor will be different from that of an unskilled worker or semi skilled labour. The classification approach puts jobs into classes or groups. This method is considered to be an improvement over ranking method in that a predetermined scale of values is provided. Job analysis describes the duties of a job… The committee does not have specific factors before it but the things like nature of job, working conditions, supervision required, responsibilities involved etc. There are three major approaches to job evaluation a company can use. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. For example, technical support might be more important to an online retailer than an on-site retailer. This method is expensive but is probably the most scientific. Each factor of evaluation should be further subdivided into degrees for example, experience which is commonly used factor in each job may be subdivided into five degrees. A job can easily be evaluated in money terms as these are assigned according to points connected with that job. This of course varies depending on the company's objectives and methods of operation. These evaluations are extremely important to companies because they provide the basis for pay rates. This method is expensive and small units cannot afford to use it. Job Evaluation has its … The system is complex and cannot be easily understood by non- supervisory staff or unskilled labour. 2. Quantitative Methods! Under this system, the job raters simply rank one job against another without assigning point values. The value of jobs is translated into terms of money with a predetermined formula. The common factors to be selected are education, job conditions and other similar requirements training skills physical ability, mental requirements, responsibility. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Evaluation of a thing can be done by keeping in view the qualitative as well quantitative aspects. 20 the 160 points are equivalent to Rs. Some are more complicated than others. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. This method is successfully used in government departments. With the help of job analysis, information about different jobs is collected and they are put under different grades as per their nature, importance, responsibility and other requirements. 3. The grading should be done by considering the nature of duties required for the job, supervising responsibilities etc. 2 JOB EVALUATION METHODS/TECHNIQUES Jobs are evaluated on the basis of various techniques. A systematic criterion is followed in grading various jobs. The points assigned to each factor are summed up for finding out the value of job. It is often used for evaluating white collar, professional and managerial positions, although it is equally suitable for grading other jobs … By assigning money value to each factor of various jobs, a wage structure is determined by summing up the various values. First of all certain key jobs are identified, selected and then compared with other jobs. Non-analytical Job Evaluation Methods Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he... Job Grading Method: Also known a s Job-Classification Method. It is difficult to operate as selection of unfairly paid jobs as key jobs can result in considerable error. Qualitative Methods 2. Following steps are taken in ranking. The ranking method is one of the simplest methods of job evaluation. are not analyed separately, the wage rate paid for different jobs influence the rates. It evaluates the position, not the performance of employees. All jobs are compared with key job factor by factor to find out their relative importance and position in the scale of jobs. Most Common Methods of Job Analysis Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, … 6. Following steps are taken under factor comparison method. There are several job evaluation methods from which to select. It can easily be explained to workers. The system enjoys stability so as factors remain relevant to these methods. A number of jobs are graded, normally between 10 to 20 are selected. 1. Each component has a specific point value assigned. The former are known as such because quantitative aspects of jobs are considered for ranking them while in the later quantitative techniques are used in listing the jobs. The system of job evaluation being systematic and objective is more acceptable to workers as well as management. The next step in the process of raining is the selection of raters. Ranking method of job evaluation has the following benefits: 1. The method is simple to understand and easy to operate. Non quantitative methods and quantitative methods. Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation … Job evaluation methods can be divided into two categories i.e. Following quantitative methods are used in job evaluation: This is the most widely used technique of job evaluation. Job evaluation as a process is … 4. The choice of an evaluation method is important and will depend on the number and type of jobs … 2. Job analysis, is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job … There may be frequent changes in wage levels requiring adjustment in key jobs. The jobs may be ranked department wise or in groups of workmen (Factory jobs, clerical jobs, unskilled jobs). construction worker, image by Greg Pickens from. Following qualitative methods are generally used in job evaluation: All the jobs are ranked in order of their importance from simplest to the toughest order, each job being higher than the previous one in the sequences. There should be separate evaluation procedure for each class because the factors affecting them will be different. , one component might be more important to an online retailer than an on-site retailer allotting marks. 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