30065594 Unit1 Job Evaluation

8/8/2019 30065594 Unit1 Job Evaluation

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UNIT I

Job Evaluation/Grade Structure

BY-PROF.RASHMI GUPTA


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Job Analysis Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job analysis is the process of collecting job related information.



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Job Analysis: A Basic Human Resource Management ToolHuman Resource Planning Recruitment Selection

Tasks

Responsibilities

Duties

Job Descriptions Job Analysis Job Specifications

Training and Development Performance Appraisal Compensation and Benefits Safety andHealth Employee and Labor Relations

Knowledge

Skills

Abilities


Legal Considerations Job Analysis for Teams3


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Objectives/Purpose of Job Analysis



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Process of Job analysis



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Types of Job analysis Information Work Activities Machines, Tools, Equipments and Work Aids used Personal requirements Job contextBY-PROF.RASHMI GUPTA


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Outcomes of Job Analysis The information obtained from job analysis is classified into three categories.

Job description Job specification Job evaluationBY-PROF.RASHMI GUPTA


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Job Description A job description is a written statement of the duties, responsibilities, required qualifications and reporting relationships of a particular job. Job description acts as an important resource for Describing the job to potential candidates Guiding new hired employees in what they are specifically expected to do Providing a point of comparison in appraising whether the actual duties align with thestated duties.



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Contents of job description

Job title Job summary Job activities Working conditions Social environment



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Example of Job DescriptionJOB TITLE:_____ REPORTS TO:___ SUPERVISES:___ AS ON DATE :_________ OCCUPATIONALCODE: ________ JOB NO. : ___________________ GRADE LEVEL: _______________

FUNCTIONS: ____________________________________________________________ __________________________________________ DUTIES AND RESPONSIBILITIES: ____________________________________________________________ ___________________________________

_______ JOB CHARACTERISTICS: ____________________________________________________________ __________________________________________BY-PROF.RASHMI GUPTA


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Job specification Job specifications specify the minimum acceptable qualifications required by theindividual to perform the task efficiently. Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, and abilities and experienced required to perform the job. Job specification is an important tool in the selection process as it keeps the attention of the selector on the necessary qualifications required f

or that job.BY-PROF.RASHMI GUPTA


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Example of Job SpecificationJOB TITLE: __________________________ EDUCATION:_________________________ PHYSICAL HEALTH: ____________________________________________________________ ____________________________________________________________ APPEARANCE: ____________________________________________________________ MENTAL ABILITIES: _______________________________________________ SPECIAL ABILITIES: _______________________________________________ PREVIOUS WORK EXPERIENCE: ___________________________________

_________________________ ____________________________________________________________ SPECIAL KNOWLEDGE & SKILLS:_____________________________________ OTHER :________________________________________________________BY-PROF.RASHMI GUPTA


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Job Evaluation Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration. If an organizationis to have an equitable compensation program, jobs that have similar demands onterms of skills, education and other characteristics should be placed in the common compensation groups.BY-PROF.RASHMI GUPTA


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Objectives of Job EvaluationTo determine equitable wage differential between different jobs in an organization. To eliminate wage inequities. To develop a consistent wage policy. To minimize wage discrimination on the basis of age, sex, caste, religion etc.. To enable management to gauge and control the payroll costs. To establish a basis for incentives and bonus scheme.BY-PROF.RASHMI GUPTA


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Advantages of Job EvaluationHarmonious relations between labour and management. Logical and objective technique of ranking jobs . Clear and objective basis for wage negotiation and collective bargaining. Simplifies wage administration by making wage rates more uniform.

Reduces the cost of recruitment and selection of workers. Helps in fitting new jobs at their appropriate places in the existing wage structure. It is a detailedanalysis of a job which is helpful in selection, placement and training.BY-PROF.RASHMI GUPTA


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Principles of Job Evaluation

Rate the job but not the employees Easy to understand Participation in rating Cooperation by employees Awareness about the programme.



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Methods of Job Evaluation Non- quantitative methods- These make no use of detailed job factors. The job istreated as a whole and job descriptions rather than job specifications is used.Two types; Ranking of job or job comparison method Job classification or gradingmethod.

Quantitative methods These use a detailed approach. Different job factors are se

lected and measured in terms of job specifications. These are of following two types Factor comparison method Point methodBY-PROF.RASHMI GUPTA


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Ranking Method This is the oldest and the simplest method of job evaluation. In it , a committee constituted of several executives studies job descriptions and ranks them in order of importance beginning with the most important job to the least importantjob in the organization. Now the jobs are placed into different salary ranges more or less on a predetermined basis in their rank order.



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Job classification or Grading method It involves the establishment of job classes or grades. It was evolved as an improvement over the ranking method. The committee of executives goes through eachjob description and carefully weighs it in the light of certain factors like skill, responsibilities, experience and type of work etc. thus, each job is assigned a grade or class and for each grade or class, there is a predetermined rate ofwages. The system is widely used in government offices and departments. BY-PROF

.RASHMI GUPTA


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Factor Comparison Method A more systematic and scientific method of job evaluation is the factor comparison method. Though it is the most complex method of all, it is consistent and appreciable. All the jobs are compared to each other for the purpose of determiningtheir relative importance by selecting four or five major job elements or factors which are more or less common to all jobs.The five factors which are customarily used are mental requirement skill physical requirement responsibilities Worki

ng conditions.BY-PROF.RASHMI GUPTA


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Point Method This method is widely used as a system of job evaluation which involves a more detailed, quantitative and analytical approach to the measurement of job work. Jobs are expressed in terms of key factors. Points are assigned to each factor after prioritizing each factor in the order of importance. The points are summed upto determine the wage rate for the job. Jobs with similar point totals are placed in similar pay grades BY-PROF.RASHMI GUPTA


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Comparison of Job Evaluation MethodsAdvantage Ranking Fast, simple, easy to explain, suitable for small org, not expensive. Can group a wide range of work together in one system, simple, more accurate than raking method. Disadvantage Not very accurate , not useful for large org.,least used method Not useful for large org, time consuming, not involved detailed job analysis.

Classification

Point

Compensable factors call Can become bureaucratic out basis for comparisons. andrule-bound. ruleCompensable factors communicate what is valued.BY-PROF.RASHMI GUPTA


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Comparison of Job Evaluation MethodsAdvantageFactor comparison method

Disadvantage

Finds wages for a job, Expensive, time wages can be calculated consuming, speedi

ly, greater consistency in the judgment, size of jobs can be measured.



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Methods of Collecting Job Analysis Data

Observation Performing the job. Critical incidents Interview- individual & groupPanel of experts Diary method Questionnaire Structured Unstructured



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Methods of collection Job description data

Diary/log books Observation Interview Questionnaire: Structured Unstructured



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Which method to use ? Factors to be considered before choosing the method of collecting data are: No. of job/employees to be considered. Time limit Cost factors Education levelsof incumbents Type of data required.



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Thank You!!!!!



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30065594 Unit1 Job Evaluation

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