Transcript
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Job Evaluation is a process through which jobs areDescribedAnalyzedWeighted
The outcome ,a total score in points expresses the weight of a particular job in relation to other jobs.
To gather data and information relating to job description, job specification and employees specifications for various jobs in an organization.
To compare the duties, responsibilities and demands of a job with that of other jobs.
To determine the hierarchy and place of various jobs in an organization.
To determine the ranks or grades of various jobs. To ensure fair and equitable wages on the basis of
relative worth or value of jobs. To minimize wage discrimination based on sex, age,
caste, region, religion etc.
Rate the job but not the employees.
The elements should be defined clearly and properly selected and easy to understand.
Concerned employees & supervisors should be educated & convinced about the programme.
Secure employee co-operation by encouraging them to participate in the rating programme.
Supervisors should be encouraged to participate in rating the jobs.
Some Major Decisions in Job EvaluationSome Major Decisions in Job Evaluation
• to get right people with right skill in the to get right people with right skill in the right place at the right time.right place at the right time.
• getting information about job.
• Evaluate planEvaluate plan’’s usefulnesss usefulness
Some Major Decisions in Job EvaluationSome Major Decisions in Job Evaluation
• to get right people with right skill in the to get right people with right skill in the right place at the right time.right place at the right time.
• getting information about job.
• Evaluate planEvaluate plan’’s usefulnesss usefulness
Objectives of Job evaluation
Job analysis
Job Descriptio
n
Job Specificatio
n
Job evaluation programme
Wage Survey
Employee classification
PROCESS or FLOW CHART
METHODS OF JOB EVALUTION
Ranking method:In this,jobs are ranked in order of there importance from simplest to hardest.Point method: a number of important factors are to be considered in each job are determinedJob grading Method: number of free determine grade are decided by committee and each job is assigned one of the gradesFactor comparison Method-It is combination of ranking & point method.Ranks of jobs is evacuated in relation of monetary scale.
Methods Advantage Disadvantage
Ranking :- Fast, simple, easy to explain, suitable for small
org, not expensive.
Not very accurate , not useful for large
org., least used method
Job Grading:-
Can group a wide range of work together in one system, simple, more accurate than raking
method.
Not useful for large org, time consuming, not
involved detailed job analysis.
Point :- Compensable factors call out basis for comparisons.
Compensable factors communicate what is
valued.
Can become bureaucratic and
rule-bound.
Factor comparison
method
Finds wages for a job, wages can be calculated
speedily, greater consistency in the
judgment, size of jobs can be measured.
Expensive, time consuming,
Avoid excessive overlapping or duplication.
Be definable and measurable.
Be easily understood by Employees & administrators.
Not cause excessive installation or administration cost.
Be selected in legal considerations in mind.
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