c) Evaluation criteria Why is it important to know how well HR works? Point-Ranking Method: Under this method, each job’s key factor is identified and then the subfactors are determined. The designate is chosen by the appellant, and must be trained in the evaluation … Each job specific is rated using the job evaluation instrument and the points for each factor are summed to form a total point score for the particular job. The training methods in HRM are selected based on following three components 1. Generally speaking, such factors are more useful in evaluating executive or supervisory jobs than in evaluating manual jobs or clerical jobs. In this method, the overall job is compared with the other set of jobs and then is given a rank on the basis of its content and complexity in performing it. The analytical approach relies on cost-benefit analysis, also called the utility analysis. The number of factors may be more than five also. Review the choices of job evaluation methods such as job ranking, classification, factor comparison and point factor analysis and select the method most appropriate to meet the organization’s needs. 1. But they remain in the minds of the evaluators and thus affect the results. (iii) As there is no standard for an analysis of the whole job position, different bases of comparison between rates occur. Much subjective judgement is required to determine the relations and position of job, in the rank order. Account Disable 12. In this method, jobs are not split up into their component parts. But however it is a complex method and is time-consuming since the points and wage scale has to be decided for each factor and the sub factors. (f) Design, adjust and operate the wage structure. 2. (d) Develop a job comparison scale and insert key jobs in them. There are four types of job evaluation methods: There can be divided into two categories: The first category covers the simple methods which apparently make no use of detailed job factors. Point system is perhaps the most widely used job evaluation method. Which of these do you feel is most useful and why? Each grade level must be distinct from the grade level adjacent to it; at the same time, it should represent a typical step in a continuous way and not a big jump or gap. Pay grades are determined for, and assigned, to all the job classification. There are many methods by which job evaluation is done. It is difficult to explain to supervisors and employers. (ii) The system is simple, easily understood, and easy to explain to employees (or a union). Pricing the jobs can be done by any of the methods of job- evaluation taking into consideration the internal and external consistencies. The comparatives with the other methods are … A Manual or yardstick provides’ a set of standards against which each job can be compared. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. In order to increase the reliability of ranking, this exercise is und… In this method, five factors are generally evaluated for each job. 3. For example, the key factor to perform a job is skills, and then it can be further classified into sub-factors such as training required, communication skills, social skills, persuasion skills, etc. Job Analysis in HRM – Meaning and Definition Job analysis is a systematic and detailed examination of jobs. Presumably the jobs already have wage rates attached to them, the ranking system is used to judge whether these are equitable. ADVERTISEMENTS: (b) Grading or Job Classification. JOB EVALUATION Presented by- Sandeep Singh 2. But this task may become difficult as the number of jobs increases. Job Ranking: Job ranking is the simplest method. There are non-analytical and analytical job evaluation methods that are employed by the organizations to realize the worth of a set of jobs. : (a) Select job factors or characteristics; Six steps suggested by Flippo are- Select job factors or characteristics, construct a scale or yardstick of values for each job factor, evaluate all jobs in terms of the yardsticks, conduct a wage survey for selected key jobs, design the wage structure, and adjust and operate the wage structure. (1) The task of defining job factors and factor degrees is a time consuming and difficult task. In spite of these drawbacks, this system is used by most organisations, because its greater accuracy possibly justifies the large expenditure of time and money. (iv) It is difficult to know how much of a job’s rank is influenced by the man on the job. Actually speaking, there are many factors like knowledge, commitment, interpersonal capabilities, achievement motivation, physical capabilities, and so on, which influence individual performance. In large organisations, it is the responsibility of a committee to make evaluation. This method is very simple since the raters are fully familiar with the job and workers also understand the process, and installation of this system is not a difficult task. If it is qualitative, then what will be better- Ranking Method or Grading Method. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. In the point score system, assigning points is an important step. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Next step is to draw up job specifications for evaluating the performance in comparison with the specifications made. Ranking / Grading Method: Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. This comparison is usually made by having the raters meet as a committee and discuss with each other their respective rankings. Three techniques are generally used for ranking purpose, namely: When this procedure is followed, each rater is given a set of job descriptions, one for each job to be ranked. Then these points are computed and added together. The ranking of job is done by a committee of experts called raters. In the preceding method, a rater is required to keep in mind all the jobs being ranked in order to place them in their correct relationship to each other. Job analysis works in identifying, compiling and analyzing three main important component of Job i.e. The job descriptions are then studied and analysed. (v) Since no detailed analysis of a job is done, the judgment in respect of a whole range of jobs may produce an incorrect classification. 1. Jump to: Position Classification Staff Wage Grade Determination When is a Job Evaluation Job Evaluation 1. There are many different types of job evaluation systems to choose from. 4. (vii) Definitions are written in terms applicable to the type of jobs being evaluated, and these can be understood by all. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. The jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the wage/salary grade level. Therefore, it is suitable for small organisation with clearly defined jobs. The ranking method is one of the simplest methods of job evaluation. 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