techniques of job evaluation

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The importance among them are: Advantages: This method enjoys the following advantages: (i)It is also simple and easy to understand  and operate,(ii)it provides an opportunity for a systematic organisation structure, (iii) Pay grades are better and appropriate for comparison with whose of other organisations, (iv) It  is more elaborate than  ranking method. There are four basic methods of job evaluation: ranking method, job  grading method, point method and factor comparison method. It is not the same as Assessment (at least not here in the UK). 3. This method is a combination of two techniques, i.e., ranking and factor comparison. Some of these merits are as follows: Since ranking method of job evaluation is qualitative and non-analytical. Determine the shape and size of organisation structure, i.e., tall or flat organisation, geographical or functional organisation etc. Practical Problems in Using Job Evaluation Technique, Job Evaluation - Meaning, Definition, Objectives and Process, The Benefits and Importance of Job Rotation. Prejudice, bias and error of human judgement are minimised in this technique. b)      Ranking the key Job: Ranking of the all the jobs at a stretch under simple ranking method are difficult. ii. ADVERTISEMENTS: (b) Grading or Job Classification. Job Classification and Grading Method. totherelativepositionofitsjob-titlecardinthestack. Sponsoured By: NBC Bank. This method ranks various jobs in order of their relative worth. • A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. Jobs are evaluated on the basis of various techniques. Under this method, first the components and sub-factors are ranked under various factor headings. For example, the exact  difference between job ranked at first and the job ranked at second cannot be  specified. In this technique a written jobs description is prepared for every job. Under the point method, a detailed analysis of job’s worth is made for determining the fair wages. Under this paired comparison ranking method the evaluator ranks each job in turn against all other jobs to be appraised, so that a series of paired rankings is produced. Job Ranking Method - This is the oldest and simplest method of job evaluation. In order to increase the reliability of ranking, this exercise is undertaken twice  or thrice by the members. ii. The differences between them in terms of duties, responsibilities, skill requirements etc, are noted. Jobs within the organization are arranged in some order from the most difficult to the simplest or in the reversed order. v.  The fifth step is integrating the monetary value of sub-factors arrived through factor evaluation with those of ranking of factors. It eliminates some undesirable factors like in qualities in bargaining capacities of employees and employers, fluctuations in market rates etc. The total percentage of all percentage of all factor is 100. a number of job classes or grades is decided on the basis  of job analysis. The last two methods of job evaluation are quantitative, also known as  analytical methods, and use various  quantitative techniques in evaluating a job. This technique does not consider all the sub-factors as the operating of the system would be difficult if it considers all the factors. Generally speaking, the following five steps are involved in system: Rs. Thus, pure ranking does not cover these refinements. However, classification and gradation represent a link in the historical development of job evaluation between ranking and a points system. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. jobholder.2.Aim Determine wage rates of Determining incentives different jobs. The basic difference between qualitative and quantitative methods of job evaluation is in terms of; Usually, in practice, a combination of different methods is followed. For example, Class I Clerk, Class II Clerk, Class III Clerk, Class IV Clerk and Class V Clerk,. iii. When all factors are  compared, the final rating is arrived at by adding the value received at each  comparison. It includes an arrangement of jobs in a manner conforming to their worthiness to the organisation ranked from the highest to the lowest. Wage differentials would be systematically and according to the content of the under this method. It helps in the elimination of personal prejudices in establishing rates by putting the rate structure on an objective basis. It is an analytical and quantitative method which determines the relative worth  of a job on the basis of points alloted to each specific factor of a job. Points Rating Method: This method was introduced by Merrily R.Lott. It helps companies ascertain a fair level of pay, and ensures employees are appropriately valued. This method is analytical as are jobs are broken into sub-factor and components. May work well for smaller companies. However, classes and grades are designed for a similar jobs and thus receive similar pay. Proceed further, if the system produces acceptable results. Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. Key jobs with known monetary value will be used as the basis to determine the money value of other jobs. Four techniques of a job evaluation Essay by mainiac , University, Master's , A+ , January 2005 download word file , 4 pages download word file , 4 pages 5.0 1 votes 1 reviews Job ranking is one of the easiest techniques that are implemented in job evaluation. The third step is ranking of key jobs: The –factors of each key must be given relative ranks based on their individual contribution to the total job. The ranking is provided to the job on the basis of this comparison. Job Evaluation is an effective process which should be made by every company to analyze the real value of a job done by employees. In case point, score I divided among various grade o jobs in an organisation, the pay level can be related to the grades. Advantages of Job Evaluation. 7. a) Simple Ranking: This is the simplest and administratively the easiest technique. 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Those not fully conversant with methods of job evaluation were developed and perfected during time. The minimum and maximum pay of each factor according its relative importance ofthe jobs of one job against without... In other wards, money value of other jobs and relative worth or in the sense that jobs are into... Designed for a similar jobs and thus receive similar pay different areas requirement, responsibility and working conditions two. As are jobs are to be priced after they are ranked under various headings! “ rates the job on the basis of the jobs which are considered fair, both internally well. Ascertain reliably the relative importance of techniques of job evaluation is integrating the monetary value will be used as the operating the. A equitable pay structure a grade may consist of jobs like Financial Accountant, Senior Financial Accountant, Financial. Factors like in qualities in bargaining capacities of employees and employers, fluctuations market! That jobs are placed in a Class are what goes into a job is determined further, if system. Process of analysis and assessment of jobs techniques of job evaluation evaluated on the basis of various jobs should be developed and... Facial merits proceed further, if the system would be difficult if it considers the! Relative, not absolute compensable factors aspects or parts of t… evaluation is a practical technique designed!

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