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. The classification of a position is decided by comparing the whole job with the appropriate job grading standard. Job evaluations are performed for several reasons, most commonly to determine the monetary value of a job with a company. It breaks down jobs into compensable factors identified above. 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 Evaluation: Classification Jobs are classified into an existing grade/category structure or hierarchy. Selecting a job evaluation method. Ranking / Grading Method: Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. Points so allocated to various factors of a job are then summed. publication claims following advantages for job evaluation: 1. When Does Job Evaluation and Classification Occur? (b) Select the key jobs — Key jobs serve as standard against which all other jobs are compared. An educated, ex perienced. 5. reflected in pre vious method s of job evaluation. The ranking of the job is an important aspect. Various Job Evaluation Methods … The information obtained in job analysis is recorded in the precise language of a job description. There are four methods and each method has its own merits and demerits. There are a number of job evaluation methods to choose from. The total points for a job indicate its relative worth or value. 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. It is worthwhile noting which ones are used most commonly in your sector. 5. Thereafter, the points are quantified, and the jobs’ real value reached. STEP 1: Define the jobs STEP 2: Select a job evaluation method The process of defining a job is called job analysis. Its aim is to evaluate the job, not the jobholder, and to provide a consistent means of assessing the demands of a job. Using the point factor method of job evaluation, jobs are placed in accordance to specific factors which include: hazards, knowledge, training, responsibility, and skills. The point method provides a comparable viewpoint to factors method by the usage of the factor comparison to effectively perform a job evaluation. You utilize job descriptions to compare jobs to like positions within the external marketplace. HRM BY, kevimedo Job Evaluation Methods 2. The ranking is done… Job Evaluation – An I.L.O. Job-grading Method. Each factor is classified according to the points awarded and the weight of their impact on the value of the job in the organisation. Each of the factors associated will be divided into levels or degrees that are then assigned to points. Job evaluation is a logical and, to some extent, an objective method of ranking jobs relative to one another. Methods of Job Evaluation There are many methods by which job evaluation is done. This job evaluation process helps to determine the true qualities and efficiency of work in the given work field. 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 Job evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. The purpose of using the classification method of job evaluation is to establish pay grades. Selection of a Suitable Method. Weights are given to factors depending on their importance to perform the job. Specify the contribution given by the job to the organization. Thirdly, evaluations can uncover work flow gaps that can slow production. Job evaluation methods 1. Especially in larger organizations, job evaluation and classification is a moving target. Point-factor method. 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! This approach looks at external data, says Neelman. Job evaluation forms the basis for market pricing. Each level in the grade/category structure has a description and associated job titles. Step 5: Ranking of the Job . Each job is assigned to the grade/category providing the closest match to the job. Job Evaluation by Factor Comparison Method. 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. A second common reason is to discover overlapping jobs that cause two or more workers to perform the same duty. Number of Factors . Make sure that you will use a standardized unit of measurement when using particular factors for evaluation. 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. The top management has to rely on them. 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. The selection of a suitable method also posses a serious problem to the management. It is hard to measure whole jobs. Method of Job Evaluation – Non-Analytical, Analytical and Computer-Based Methods. In this method, jobs are examined as a whole. 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. Korn Ferry Hay Group’s job evaluation method serves as the basis for many other . The ranking of job is done by a committee of experts called raters. This method of Job Evaluation is commonly used for quantitative purposes. Competitive Market Analysis Method. This approach is most common in compensation surveys and collective labor or shop agreements. La méthode Job Evaluation System est également particulièrement intéressante en amont d'assessments de dirigeants, pour définir une stratégie de gestion des talents ou encore en complément d'un diagnostic de conduite du changement. Two of the most common job evaluation methods are job ranking and the points method. When using this method, points are assigned to the compensable factors, and a pay structure determined. The method has several drawbacks. There are several job evaluation methods from which to select. Job evaluation may be subjective as the jobs are not broken into factors. The analyst, however, can combine two or more methods for counter checking the balance. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. 5. Under this method the job evaluation is done by expert. 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 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. Job classification is a qualitative form of non-analytical evaluation that compares jobs to predefined class descriptions for each job level. It is quite difficult to assign weightage to each factor. Under it, jobs are divided into component factors. In this session…. These are systematic and formalised systems for evaluating jobs. This listing can also be done according to level of difficulty in job performance. Considered the simplest job evaluation method, in the Ranking method jobs are listed from highest to lowest value / merit in relation to the organization. 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