Job Evaluation Final

8/3/2019 Job Evaluation Final

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Amity Business School

JOB EVALUATION


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Amity Business SchoolIntroduction

Job evaluation is a systematic wayof determining the value/worth of a job

in relation to other jobs in anorganisation. It tries to make asystematic comparison between jobs toassess their relative worth for the

purpose of establishing a rational paystructure.

.


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Amity Business SchoolOR..

A systematic comparisondone in order todetermine the worth ofone job relative to

another.


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Purpose

The purpose of jobevaluation is to produce adefensive ranking of jobson which a rational and

acceptable pay structurecan be built.


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Features of job evaluation

It tries to assess jobs, not people. The standard of job evaluation are

relative, not absolute.

The basis information on which jobevaluation are made is obtained from jobanalysis.

Job evaluations are carried out by groups,

not by individuals. Some degree of subjectivity is alwayspresent in job evaluation.


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Essentials for the success of jobevaluation programme.

Operating manager should beconvinced about the techniques andprogram of job evaluation.

All the employee should be providedwith complete information about jobevaluation techniques and programme.

All groups and grades of employeesshould be covered by the jobevaluation programme.


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Contd. The programme of- techniques

selected for- job evaluation should

be easy to understand by all theemployees.

Trade unions acceptance and

support to the programmeshould be obtained.


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Amity Business SchoolContent

JobAnalysis

Job Pricing

JobDescription

Job

Specification

Job GradingJob

Classification

Job Evaluation


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General Procedure

Select the group of jobs

Job Analysis

Device an evaluation plan

Establish a committee to rate

Group the job


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Amity Business SchoolContd.

Convert job grade to monetary

value

Establish a grievanceprocedure


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Amity Business SchoolRanking Method

Jobs are arranged from highest to lowest , in order of theirvalue or merit to the organization.

Jobs are examined as a whole rather than on the basis of

important factors in job.

Jobs are usually ranked in each department and then the

department rankings are combined to develop an

organizational ranking.


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The following table is a hypothetical illustration of ranking jobs

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Rank Monthly Salaries

1.Accountant2.Accounts Clerk

3.Purchase Assistant

4.Machine Operator

5.Typist

6.Office Boy

Rs 3000Rs 1800

Rs 1700

Rs 1400

Rs 900

Rs 600


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Advantages:

It is simplest of al procedure.

It is les time consuming.

Disadvantages: Rankings are difficult to develop in large and complex

organization.

This kind of ranking is highly subjective in nature.

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Amity Business SchoolRanking Method

Jobs are arranged from highest to lowest , in order of theirvalue or merit to the organization.

Jobs are examined as a whole rather than on the basis of

important factors in job.

Jobs are usually ranked in each department and then the

department rankings are combined to develop an

organizational ranking.


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The following table is a hypothetical illustration of ranking jobs

15

Rank Monthly Salaries

1.Accountant2.Accounts Clerk

3.Purchase Assistant

4.Machine Operator

5.Typist

6.Office Boy

Rs 3000Rs 1800

Rs 1700

Rs 1400

Rs 900

Rs 600


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Advantages:

It is simplest of al procedure.

It is les time consuming.

Disadvantages: Rankings are difficult to develop in large and complex

organization.

This kind of ranking is highly subjective in nature.

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Amity Business SchoolPOINT METHOD OF JOB

EVALUATION Steps

Select jobs to be evaluated

Input job information

Writing job descriptions

Selecting appropriate plan for jobs

to be evaluated

Define factors

Define factor degrees

Determine total points in plan

Write job evaluation manual


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Amity Business SchoolTABLES

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Amity Business SchoolJOB CLASSIFICATION

According to this method, a predeterminednumber of job groups or job classes areestablished and jobs are assigned to these

classifications. This method places groupsof jobs into job classes or job grades.Separate classes may include office,

clerical, managerial, personnel, etc.


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Amity Business School Class I - Executives: Further classification under thiscategory may be Office manager, Deputy officemanager, Office superintendent, Departmental

supervisor, etc.

Class II - Skilled workers: Under this category maycome the Purchasing assistant, Cashier, Receiptsclerk, etc.

Class III - Semiskilled workers: Under this categorymay come Stenotypists, Machine-operators,Switchboard operators, etc.

Class IV - Unskilled workers: This categorycomprises Daftaris, File clerks, Office boys, etc.


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Amity Business SchoolPROS AND CONS OF THE

METHODPROs The job classification method

is less subjective whencompared to the earlier rankingmethod. The system is very

easy to understand andacceptable to almost allemployees without hesitation.

One strong point in favor of themethod is that it takes into

account all the factors that ajob comprises.

This system can be effectivelyused for a variety of jobs.

CONs Even when the requirements of

different jobs differ, they may becombined into a single category,depending on the status a job

carries. It is difficult to write all-inclusive

descriptions of a grade.

The method oversimplifies sharpdifferences between differentjobs and different grades.

When individual job descriptionsand grade descriptions do notmatch well, the evaluators havethe tendency to classify the jobusing their subjective judgments.


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Amity Business SchoolComparison of Job Evaluation Methods

Advantage DisadvantageRanking Fast, simple, easy to

explain.

Cumbersome as number

of jobs increases. Basis

for comparisons is not

called out.

Classification Can group a wide range

of work together in one

system.

Descriptions may leave

too much room for

manipulation.

Point Compensable factors call

out basis forcomparisons.

Compensable factors

communicate what is

valued.

Can become

bureaucratic and rule-bound.

Job Evaluation Final

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