It entails an in-depth analytical approach towards the jobs at hand. The point rating method follows a clear cut procedure from the beginning. Learning Outcomes. This is an improvised method over the ranking method. Though job analysis plays a vital role in all other human related activities but every process that has human interventions also suffers from some limitations. Market pricing is highly comprehensive since it involves the analysis of a wide range of factors that are beneficial to the classification of the jobs. Less accurate than other methods Requires skilled observer. Following this procedure, there will be a set of rules that second the classification. It is very expensive and takes a lot of time. It is the state at which lot of Job information is already with the assessors. It is simple to understand and operate. The evaluation may be achieved through the assignment of points or the use of some other systematic method for essential job requirements, such as skills, experi­ence and responsibility. Using this method, the job grades are placed by an authorised committee which has been trained to perform the valuation. 3. Job analysis, is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. The methods of cooking are classified as given in table 1.1. a. MOIST HEAT METHOD. Writing of a grade description is also a very difficult task. Very easy to understand and simple to operate. They formulate policies of a company. In that case, it is critical to understand that classification of jobs in organisations is not foolproof. British Standards Institute 3138: 1969 defined work study as "A management service based on those techniques, particularly method study and work measurement, which are used in the examination of human work in all its contexts and which lead to the systematic investigation of all the resources and factors which affect the efficiency and the economy of the situation being reviewed, in order to effect improvement". Assign weight to the factors: The relative importance of each selected factor must be assigned weight. When a new job is introduced, it is easy to associate it with a class or grade. 2. Job analysis is useful for HRP, recruitment and selection, training and development, job evaluation, remuneration, performance appraisal, personnel information and safety and health programmes. Adoption of the whole procedure is a very difficult and time-consuming process. Once the scales are developed, they can be used for a long time. The primary disadvantage of the quantile classification methodology is that features placed within the same class can have wildly differing values, particularly if the data are not evenly distributed across its range. The computation under NPV takes into account the discounted net cash flows of an investment in order to determine its viability. Ergonomics combines the knowledge of a psychologist, physiologist, anatomist, engineer, anthropologist and biometrician. Flat M2 Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job Design exercise. Job Analysis helps to develop job Design and job Design matches the requirements of the job with the human qualities required to do the job. Job covers supervisory and creative jobs and covers the managers of different departments. There is no scientific or readymade method for assigning weight to different factors. If the manager likes one worker more than the other his personal opinions will influence the job analysis and it … It aids in ensuring that everyone receives equitable payment according to the usefulness that is brought to the organisation. To start pricing the job and fitting them into a pay structure calls for translating the points into different job grades. ILO defined work measurement as "the application of techniques designed to establish the work content of a specified task by determining the time required for carrying it out at a defined standard of performance by a qualified worker". Just like other methods, the factor comparison method follows set procedures. Job description lists job title, duties, machines and equipment involved, working conditions surrounding a job and the like. Due to increase in literacy rate and knowledge, employees prefer to perform jobs that match with their profile and likeness. This product usually suggests the sequence and balance between jobs, if the work is to be completed efficiently. If changes are considered to be useful, the instruction sheet can be amended accordingly to incorporate the changes and if not, they can be removed through line management. 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