Job Evaluation

Job Evaluation .

Shivali kamal Sem-II

Job Evaluation Job evaluation is a process through which jobs are Described Analyzed Weighted The outcome ,a total score in points expresses the weight of a particular job in relation to other jobs.

Objectives :

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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.

Principles of Job Evaluation Programme 

Rate the job but not the employees.

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The elements should be defined clearly and properly selected and easy to understand.

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Concerned employees & supervisors should be educated & convinced about the programme.

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Secure employee co-operation by encouraging them to participate in the rating programme.

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Supervisors should be encouraged to participate in rating the jobs.

Strategic objective

HR Plan

Job Analysis

Job evaluatio n

Reward structure

Some Major Decisions in Job Evaluation • determine determine overall overall strategy strategy & & objectives objectives • to to get get right right people people with with right right skill skill in in the the right right place place at at the the right right time. • getting information about job. • Evaluate Evaluate plan plan’’s usefulness

PROCESS or FLOW CHART Objectives of Job evaluation

Job Description

Job Specification Job evaluation programme

Wage Survey

Employee classification

METHODS OF JOB EVOLUTION Job Evaluation

Analytical

Non-Analytical

Ranking Job Banding Point Method Factor Grading Comparison Method

Comparison of Job Evaluation Methods Methods

Advantage

Disadvantage

Ranking :-

Fast, simple, easy to Not very accurate , not explain, suitable for small useful for large org., least org, not expensive. used method

Classification :-

Can group a wide range of Not useful for large org, work together in one time consuming, not system, simple, more involved detailed job accurate than raking analysis. method.

Point :-

Compensable factors call Can become bureaucratic out basis for comparisons. and rule-bound. Compensable factors communicate what is valued.

Comparison of Job Evaluation Methods Methods

Advantage

Factor comparison method

Finds wages for a job, Expensive, time wages can be consuming, calculated speedily, greater consistency in the judgment, size of jobs can be measured.

Disadvantage

Methods depend upon these factors :Skill (the experience, training, ability, and education ) Mental or Physical effort (the exertion needed for performance) Responsibility (the extent to which an employer depends on the employee to perform the job as expected ) Working condition (hazards, dust, smoke, noise, temperature etc)

Essentials for the success of a JE programme 

Avoid excessive overlapping or duplication.

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Be definable and measurable.

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Be easily understood by Employees & administrators.

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Not cause excessive installation or admin

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Be selected in legal considerations in mind.

cost.

QUERIES ?????? ?????????? QUESTIONS ?????????? QUESTIONS ???????????

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