Quantitative Methods! 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. The first degree may have experience of 3 to 6 month with 5 point, second degree points having experience from 6 months to 1 year with 10 points 15 for experience between 1 to 2 years, 20 points for experience of 2 to 4 years and 25 points for experience of over 4 years and so on. There are several job evaluation methods from which to select. Under this system, the job raters simply rank one job against another without assigning point values. Non quantitative methods and quantitative methods. This method is more accurate as compared to earlier methods adopted for evaluation. Under this method … A number of jobs are graded, normally between 10 to 20 are selected. It can easily be explained to workers. For example, one component might be physical effort or the amount of supervision the job requires. 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 … For example, the positions of treasurer and accountant would be in one class because they both require working with economic data. 2. 3. Non-analytical Job Evaluation Methods. There thus is not really a "best" approach, because all approaches can be used in conjunction with each other. Perhaps the simplest method of job evaluation … The task of defining job factors and then degree of factors is a time consuming task. For each grade or class there is different rate of wages. The persons preparing the job descriptions should be given the proper explanation of these factors. The number of factors to be used varies form enterprise to enterprise ranking from 3 to as many as 50. It is a process which is helpful even for framing compensation plans by the personnel manager. Each job is then, attached to an appropriate grade. Does not consider market compensation rates. Each factor of key job is then allocated a basic pay. 3200 in money value. This method is considered to be an improvement over ranking method in that a predetermined scale of values is provided. It is easy to determine and implement pay scales for various grades or classes. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. In this method, jobs with similar requirements are kept together. Evaluation research is closely related to but slightly different from more conventional social research. The point system of job evaluation suffers from the following limitations: 1. Following steps are taken under factor comparison method. Job analysis describes the duties of a job… The EQUATE system and j ob evaluation data 41 4. The value of jobs is translated into terms of money with a predetermined formula. It gives us a numerical basis for wage differentials. All the Jobs are put in Relevant Grades or Classifications: For example, all unskilled jobs are put in one class, clerical jobs in another class and so on. The system is not suitable for large organizations because of its not- flexibility. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. Job Evaluation Methods: Non-Quantitative and Quantitative Methods and Techniques Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System and Factor Comparison. 4. Because factors like skill, responsibility, efforts etc. 2 JOB EVALUATION METHODS/TECHNIQUES Jobs are evaluated on the basis of various techniques. The allotting of marks to various factors and sub – factors is also a difficult job. The more points a job gets, the more valuable it usually is to a company and the higher pay rate it typically gets. In this manner, the evaluation is done in the point system”. All jobs are compared with key job factor by factor to find out their relative importance and position in the scale of jobs. This method is expensive but is probably the most scientific. The job so identified should cover the range from lowest to the highest paid ones etc. The money value of jobs is also determined with this comparison. 4. The system of job evaluation being systematic and objective is more acceptable to workers as well as management. This of course varies depending on the company's objectives and methods of operation. TOS 7. Under this system the jobs are only ranked in some order and the exact difference between different jobs is not determined. A small company, by contrast, could find the ranking method is suitable because there are not that many positions to define. are not analyed separately, the wage rate paid for different jobs influence the rates. 2. It is very easy to understand and easy to explain to employees. For executives mental requirements will have more weight age than physical requirements. 5. A job can easily be evaluated in money terms as these are assigned according to points connected with that job. Moreover, Job Evaluation methods play a vital role in the success of an organization by providing management power and systematic functioning of the hired employees. Qualitative Methods 2. Content Guidelines 2. The usual process followed in this method is as under: 1. Jobs within the organization are … 3. 3. 7. It uses many of the same methods used in traditional social research, but because it takes place within … Each factor may be assigned a weight as per its significance. Factors are prioritized and then assigned points by the job … 2. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. The chance of inaccurate ranking cannot be neglected. In this method the relative rank of the various jobs is evaluated in relation of monetary scale some key jobs are identified in the organization at the first instance and then ranked considering one factor at a time, in this method five factors are generally evaluated for each job i.e. The former are known as such because quantitative aspects of jobs are considered for ranking them while in the later quantitative techniques are used in listing the jobs. 5. For example, technical support might be more important to an online retailer than an on-site retailer. For example, in a large company, the simplicity of the ranking method might be problematic, because there are dozens of individual positions. The ranking method is suitable in small concerns only where each job can be compared with the other for determining their ranks. It involves quantitative and analytical approach to the measurement of job value. The selection of factors and then sub factors is a difficult proposition. Job Evaluation: Objectives, Principles and Methods of Job Evaluation! This method suffers form the following drawbacks: 1. 3. By assigning money value to each factor of various jobs, a wage structure is determined by summing up the various values. Key jobs are carefully chosen form important functions and major departments. The various jobs are ranked on the basis of each of the five factors given earlier. Job evaluation as a process is … are considered while raking the jobs. These evaluations are extremely important to companies because they provide the basis for pay rates. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Non-analytical Job Evaluation Methods Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he... Job Grading Method: Also known a s Job-Classification Method. Points Rating: This is the most widely used method of job evaluation. “If it is assumed that 1 point is equal to Rs. She currently works through her business website, Takingdictation.com, which functions globally and welcomes new clients. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. The first step under this method is the selection of factors to be utilized for evaluation. Though it is not essential to prepare job description under ranking system but it is better and helpful in this system. Each component has a specific point value assigned. Each job … It is often used for evaluating white collar, professional and managerial positions, although it is equally suitable for grading other jobs … job analysis is recorded in the precise language of a job description. 4. The most prevalent one, the Point Factor Plan, uses a quantitative … Disclaimer 9. Despite the limitations or problems, job evaluation is the most appropriate technique for fixing and revising the wage as it is a systematic and objective method of wage fixation. This system is systematic where every job factor is quantified. With the help of job analysis, information about different jobs is collected and they are put under different grades as per their nature, importance, responsibility and other requirements. … The common factors to be selected are education, job conditions and other similar requirements training skills physical ability, mental requirements, responsibility. Privacy Policy 8. Since quality is an important aspect of measurement and evaluation, It is of immense importance. The advantage of doing this is that it gives a company a better sense of whether the job structure it has created is accurate; it removes subjectivity. The first step involved in this method is to prepare grade description to evolve classification of jobs. 3. Job Evaluation has its … The benefit of this method is that employees can understand that their pay rate is not completely subjective and is comparable to the pay rates received by others within the company. The job evaluation unit and the job analysis process 40 3. 6. There should be separate evaluation procedure for each class because the factors affecting them will be different. Following steps are taken for job evaluation: There are number of jobs in every organization and these may range form top executive to unskilled one. The general purpose for carrying out job evaluations using this … Evaluation of a thing can be done by keeping in view the qualitative as well quantitative aspects. 2. 2. Most Common Methods of Job Analysis Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, … Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure. The key jobs are carefully chosen from major departments or main functions. 20 the 160 points are equivalent to Rs. Relative value of job evaluation procedure for each class because they provide the basis of various jobs comparison... Following draw backs: 1 relationship with each other helps in avoiding.. Point system ” of immense importance the use of this method determines the relative of. Is to a company can use for job evaluation, it can be used for fairly a long.! 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