Ranking / Grading Method: Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. The ranking of job is done by a committee of experts called raters. In the job classification method, descriptions of each class of jobs are created and assigned a grade based on the job’s skill and complexity that best matches the class description. Job evaluation methods 1. The information obtained in job analysis is recorded in the precise language of a job description. Job evaluation is a logical and, to some extent, an objective method of ranking jobs relative to one another. Non-Analytical Methods: Non-analytical or non-quantitative job evaluation schemes, includes comparison of jobs with each other without attempting to break down and analyse jobs under their various demands or components. The method has several drawbacks. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. Especially in larger organizations, job evaluation and classification is a moving target. The purpose of using the classification method of job evaluation is to establish pay grades. An I.L.O. Using the point factor method of job evaluation, jobs are placed in accordance to specific factors which include: hazards, knowledge, training, responsibility, and skills. Each of the factors associated will be divided into levels or degrees that are then assigned to points. Selection of a Suitable Method. Competitive Market Analysis Method. Considering different categories of tasks and responsibilities, jobs are placed in whichever classification best describes them. This approach looks at external data, says Neelman. "Rémunération. Job Evaluation: Classification Jobs are classified into an existing grade/category structure or hierarchy. Job evaluation may be subjective as the jobs are not broken into factors. Weights are given to factors depending on their importance to perform the job. Points so allocated to various factors of a job are then summed. Using the most common and most suitable method can give you the security that your pay structures ensure equity in pay. This step becomes much easier if you have brilliantly executed step 3. Methods of Job Evaluation There are many methods by which job evaluation is done. There are a number of job evaluation methods to choose from. Number of Factors . Point-factor method. Two of the most common job evaluation methods are job ranking and the points method. Various Job Evaluation Methods … The methods of job evaluation discussed below: 1. Job Evaluation by Point Method. We’ll look at the four major methods used in job evaluation and the advantages/disadvantages of each Job Ranking Method Job Classification Method Point Method Factor Comparison Method The classification of a position is decided by comparing the whole job with the appropriate job grading standard. It is quite difficult to assign weightage to each factor. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. Job Evaluation JOB EVALUATION: THE PATERSON SYSTEM The strike of Baragwanath Hospital workers in November 1985 highlighted not only the poor wages of hospital workers, but also the rigid pay categories into which they are divided. As job evaluations form the basis for market pricing, this method aims to utilize posted job descriptions to compare jobs to like positions in the external marketplace. Job Evaluation – An I.L.O. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. A second common reason is to discover overlapping jobs that cause two or more workers to perform the same duty. job evaluation method also serves as the basis for many other important human capital applications, such as clarifying organization structures, defining job interdependencies and accountabilities; identifying capability requirements needed for talent development, and setting competitive pay practices. Selecting a job evaluation method. In this session…. To continue your job evaluation, with the point method as your method-of-choice, set and compare the factors that make a particular job more valuable than the others in the company. This job evaluation process helps to determine the true qualities and efficiency of work in the given work field. Considered the simplest job evaluation method, in the Ranking method jobs are listed from highest to lowest value / merit in relation to the organization. It is worthwhile noting which ones are used most commonly in your sector. When Does Job Evaluation and Classification Occur? Job evaluation forms the basis for market pricing. This job evaluation method uses external data to inform decision about a job’s relative value in an organization. As in the ranking method, the job-grading method (or job-classification method) does not call for a detailed or quantitative analysis of job factors. Job classification is a qualitative form of non-analytical evaluation that compares jobs to predefined class descriptions for each job level. The total points for a job indicate its relative worth or value. Under this method the job evaluation is done by expert. Its aim is to evaluate the job, not the jobholder, and to provide a consistent means of assessing the demands of a job. Step 5: Ranking of the Job . Job evaluation is a method where an attempt is made to determine the real worth of a job in monetary terms. There are four methods and each method has its own merits and demerits. A key job is one whose content has become stabilized over a period of time and whose wage rate is considered to be presently correct by the management and the union. Job evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. Each level in the grade/category structure has a description and associated job titles. Under it, jobs are divided into component factors. Method of Job Evaluation – Non-Analytical, Analytical and Computer-Based Methods. 5. Korn Ferry Hay Group’s job evaluation method serves as the basis for many other . Thirdly, evaluations can uncover work flow gaps that can slow production. The analyst, however, can combine two or more methods for counter checking the balance. 5. Job-grading Method. It is the most widely used method of job evaluation. STEP 1: Define the jobs STEP 2: Select a job evaluation method The process of defining a job is called job analysis. Under this method of job evaluation, jobs are broke down based on various identifiable factors such as skill, effort, training, knowledge, hazards, responsibilities and so on. There are several job evaluation methods from which to select. It is hard to measure whole jobs. The top management has to rely on them. Specify the contribution given by the job to the organization. publication claims following advantages for job evaluation: 1. Major Evaluation Method: Comparative StudyMethod What fact How is job Types of Major Major of job is Evaluated Methods Advantag Disadvanta Evaluated e geRanking Whole job( Jobs are Non- Relatively Entirely Compensab subjectively Quantitativ quick and subjective le factors ordered e expensive are implicit) according to relative worth.Classificatio Whole job Compare job Non- Readily … The selection of a suitable method also posses a serious problem to the management. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. The ranking and classification methods provide the evaluation of jobs in non-quantitative terms, whereas the point method and factor comparison method furnish the result in quantitative job values. Job Classification Classification is a frequently used job evaluation method by government and university employers. Thereafter, the points are quantified, and the jobs’ real value reached. The ranking of the job is an important aspect. An educated, ex perienced. Each factor is classified according to the points awarded and the weight of their impact on the value of the job in the organisation. Thereafter, points are allocated to each of these factors. reflected in pre vious method s of job evaluation. Job evaluations are performed for several reasons, most commonly to determine the monetary value of a job with a company. (b) Select the key jobs — Key jobs serve as standard against which all other jobs are compared. The evaluation of job under this method consists of following steps: (a) Select the factors and define them clearly. Perhaps the easiest method that Beth can use for job evaluation is the job ranking method. HRM BY, kevimedo Job Evaluation Methods 2. The point method provides a comparable viewpoint to factors method by the usage of the factor comparison to effectively perform a job evaluation. In this method, jobs are examined as a whole. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. Adopting new technology, employees taking on additional responsibilities, downsizing and layoffs, new programs, new procedures, increased authority, and team leader or supervisory responsibilities can cause the job classification of an employee to … It breaks down jobs into compensable factors identified above. The Equalities and Human Rights Commission (EHRC) describes job evaluation as: a method for comparing different jobs to provide a basis for a grading and pay structure. Job Evaluation by Factor Comparison Method. When using this method, first a description is created for each job category, and then a set of standards is developed for each set of jobs within that category. 5. When using this method, points are assigned to the compensable factors, and a pay structure determined. The job evaluation process defines the wages for the work to be done by the workers, which helps the works to be specific about their work and wages that they are going to get after the decided time. After the job analysis, choosing the appropriate method of job evaluation and deciding the factors which are at the highest priority in your job evaluation now it is time to assess the jobs in terms of the factors decided by you. Related Articles: Quantitative and Qualitative Methods of Job Evaluation ; Top 4 Methods of Job Evaluation (explained with diagram) Necessity of Wage and Salary Surveys in Job Evaluation – Explained! Publication Claims Following Advantages for Job Evaluation. These are systematic and formalised systems for evaluating jobs. Make sure that you will use a standardized unit of measurement when using particular factors for evaluation. This listing can also be done according to level of difficulty in job performance. 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