It provides bases for wage negotiation founded on facts. It differentiates one job from another by introducing unique characteristics of each job. Work simplification means dividing the job into small parts i.e. The aim of job evaluation is to establish, on agreed logical basis, the relative values of different jobs, it aims at determining the relative worth of a job. 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. Job analysis provides the information related to the job and this data can be used to make the process or job simple. Operational Problems: Besides the technical problems, there are some operational problems too in job evaluation. It states the minimum acceptable qualifications that an incumbent must possess to perform the assigned duty successfully. Rather, they prefer to go through prevailing practices. Every job has its own characteristics. Job evaluation can be defined as, “the process of determining the relative worth of jobs and it provides an objective determination of the value of each job” (K.Quible, 2005). Your email address will not be published. The main objective of job evaluation is to determine relative worth of different jobs in an organization to serve as a basis for developing equitable salary structure. The process can ensure that an organization’s pay system is equitable, understandable, legally defensible, and externally competitive. 1. The worth of each job within the organization is determined through the Job Evaluation process (job analysis, job descriptions, & job evaluations). Payment of unequal wages and salaries on the basis of race, sex, religion, or political differences. Hence, it indicates what activities and accountability the job entails. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Evaluate each position utilizing the chosen method and link the ranked job to the organization’s existing compensation system or to a newly developed pay structure. Job evaluations can be used to help to attract desirable job candidates and retain high performance employees due to fair and equitable pay scales. Classification method. Job Evaluation is the output provided by job Analysis. This is again a simple method in concept. Goal Setting Is Integral To Systematic Evaluation. Ensure that each job description lists pertinent accountabilities and responsibilities; revise or expand job descriptions using the information collected. “The aim of the majority of systems of job evaluation is to establish, on an agreed logical basis, the relative value of different jobs in a plant/industry.” Objectives of Job Evaluation: (i) To determine equitable wage differentials between different jobs in the organisation. It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job. Multiple choice questions are mostly used in the objective section of tests and/or exams. It differs from performance evaluations and assessment in that the main goal of a job evaluation is to rate the job in itself, not the person responsible for doing it. ADVERTISEMENTS: Thus, inequalities in wages must be removed. It also helps to ensure that differences in skill and responsibility are properly recognized. Performance evaluation is a tool that helps managers align individual performance with organizational goals and objectives. Following are the main objectives or purposes of job analysis: A job description is a job profile which describes the contents, environment, and condition of jobs. The main objective of job evaluation as was stated earlier is to establish from INDUSTRIAL 001 at International School of Business Management The main objective of job evaluation is to determine relative worth of different jobs in an organisation to serve as a basis for developing equitable salary structure. Job Evaluation does not design wage structure, it helps in rationalizing the system by reducing number of separate and different rates. Job evaluation is a tool to compare jobs consistently and classify them into appropriate pay ranges. 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