.

Job Evaluation is a process through which jobs areDescribedAnalyzedWeighted

The outcome ,a total score in points expresses the weight of a particular job in relation to other jobs.

To gather data and information relating to job description, job specification and employees specifications for various jobs in an organization.

To compare the duties, responsibilities and demands of a job with that of other jobs.

To determine the hierarchy and place of various jobs in an organization.

To determine the ranks or grades of various jobs. To ensure fair and equitable wages on the basis of

relative worth or value of jobs. To minimize wage discrimination based on sex, age,

caste, region, religion etc.

Rate the job but not the employees.

The elements should be defined clearly and properly selected and easy to understand.

Concerned employees & supervisors should be educated & convinced about the programme.

Secure employee co-operation by encouraging them to participate in the rating programme.

Supervisors should be encouraged to participate in rating the jobs.

Some Major Decisions in Job EvaluationSome Major Decisions in Job Evaluation

• to get right people with right skill in the to get right people with right skill in the right place at the right time.right place at the right time.

• getting information about job.

• Evaluate planEvaluate plan’’s usefulnesss usefulness

Some Major Decisions in Job EvaluationSome Major Decisions in Job Evaluation

• to get right people with right skill in the to get right people with right skill in the right place at the right time.right place at the right time.

• getting information about job.

• Evaluate planEvaluate plan’’s usefulnesss usefulness

Objectives of Job evaluation

Job analysis

Job Descriptio

n

Job Specificatio

n

Job evaluation programme

Wage Survey

Employee classification

PROCESS or FLOW CHART

METHODS OF JOB EVALUTION

Ranking method:In this,jobs are ranked in order of there importance from simplest to hardest.Point method: a number of important factors are to be considered in each job are determinedJob grading Method: number of free determine grade are decided by committee and each job is assigned one of the gradesFactor comparison Method-It is combination of ranking & point method.Ranks of jobs is evacuated in relation of monetary scale.

Methods Advantage Disadvantage

Ranking :- Fast, simple, easy to explain, suitable for small

org, not expensive.

Not very accurate , not useful for large

org., least used method

Job Grading:-

Can group a wide range of work together in one system, simple, more accurate than raking

method.

Not useful for large org, time consuming, not

involved detailed job analysis.

Point :- Compensable factors call out basis for comparisons.

Compensable factors communicate what is

valued.

Can become bureaucratic and

rule-bound.

Factor comparison

method

Finds wages for a job, wages can be calculated

speedily, greater consistency in the

judgment, size of jobs can be measured.

Expensive, time consuming,

Avoid excessive overlapping or duplication.

Be definable and measurable.

Be easily understood by Employees & administrators.

Not cause excessive installation or administration cost.

Be selected in legal considerations in mind.