job evaluation dr. anil mehta. “job evaluation is a systematic way of determining the value/worth...
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“Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in organisation ”
Definition
features•Tries to assess jobs ,not people
•The standards of job evaluation are relative not absolute
•The basic information is obtained from job analysis
•Carried out by groups, not by individuals
•Provides a basis for a rational wage-structure
Objectives•Establishment of sound wage differentials between jobs
•Discovery and elimination of inequalities
•Establishment of sound wage foundation for incentives and bonus
•Maintenance of consistent wage policy
•Providing ground for negotiation
•Effective means for wage control
•Collection of job facts
Job Evaluation vs Performance Appraisal
Point Job-Evaluation Performance Appraisal
Define Find the selective worth of a job
Find the worth of a job- holder
Aim Determine wage rates for different jobs
Determine incentives and rewards for superior performance
Shows How much a job is worth
How well an individual is doing on assigned jobs
Compulsion Not Compulsory Compulsory
Basis of Rating
Responsibility, qualification, experience, working condition etc.
Performance
Time Before employee is hired
After employee is hired
Purpose To establish satisfactory wage differentials
To effect promotions, offer rewards, award punishments, assess training needs resort to lay offs , transfers etc.
Job-evaluation Program
Wage-Survey
Employee Classification
Job Description Job Specification
Job Analysis
Objectives of Job evaluation
Job Evoluation Process
Steps involved in Job Evaluation
•Gaining acceptance
•Creating job evaluation committee
•Finding the jobs to be evaluated
•Analyzing and preparing job evaluation
•Selecting the method of evaluation
•Classifying the jobs
•Installing the program
•Reviewing periodically
Essentials for success of a job evaluation program
•Compensable factors should represent all the major aspects of job content
•Operating manager must be convinced about the techniques and programs of job evaluation
•Al employees should be provided with complete information about the evaluation techniques and program
•All groups and grades of employees should be covered by the job evaluation program
• Program and technique of job evaluation should be understood by all employees
•The union’s acceptance and support to the program should be obtained
Benefits
•Helps in removing inequalities in existing wage structure
•Facilitates new jobs in fitting them into existing wage structure
•Helps in removing grievances, improves in Labour-management relations and workers morale
• enables wage differences to be purposeful
•Basis for negotiations
•Uniformity in wage structure
•Effective use of Labour
Job Evaluation Methods
1Ranking Method
Array of jobs according to the Ranking Method
Rank Monthly Salaries
1 Accountant Rs 6000
2 Accounts Clark Rs 3600
3 Purchase Assistant Rs 3400
4 Machine Operator Rs 2800
5 Typist Rs 1800
6 Office Boy Rs 1200
Advantages
•Simple and easy to understand
Disadvantage
•Not suitable for big organisation
•Highly subjective
2 Job Classification Method
Advantages
•Cooperatively less subjective
•Easy to understand
•Takes into account all the factors
•Effectively used for verity of jobs
Disadvantages
Oversimplifies sharp differences
Job descriptions are vague and are not quantified
3 Factor Comparison Method
Steps involved
•Select key jobs
•Fond out the factors in terms of which the jobs are evaluated
• Rank the selected jobs
•Assign money value to each factor
•The wage rate of every job is appropriated
•All jobs are compared with the list of key jobs and wage rate is determined
Factors
Key jobs
Daily wages Rate
Physical Effort
Mental effort
Skill Responsibility
Working conditions
Electrician 60 11 (3) 14 (1) 15 (1) 12 (1) 8 (2)
Fitter 50 14 (1) 10 (2) 9 (2) 8 (2) 9 (1)
Welder 40 12 (2) 7 (3) 8 (3) 7 (3) 6 (3)
Cleaner 30 9 (4) 6 (4) 4 (5) 6 (4) 5 (4)
Laborer 25 8 (5) 4 (5) 6 (4) 3 (5) 4 (5)
Factor comparison Method
Advantages
•Analytical and objective
•Relative and valid as each job is compared
Disadvantage
•Difficult to understand
•Same criteria to assess all the jobs is questionable
•Time consuming and costly
4 Point Method
Steps involved
•Select key jobs
•Divide each major factor into a number of sub-factor
•Point out the maximum number of points assigned
•The points are converted into money value
Factor 1 2 3 4 5
Skill 10 20 30 40 50 150
Physical effort 8 16 24 32 40 120
Mental effort 5 10 15 20 25 75
Responsibility 7 14 21 28 35 105
Working conditions 6 12 18 24 30 90
Maximum total points all factors on their importance to job 540
Point values for Degrees Total
Point Values to factors along a scale
Paint range Daily Wage range Job grades of key officials
500-600
600-700
700-800
800-900
900-1000
300-400
400-500
500-600
600-700
700-800
1 Officer
2 Accountant
3 Manager Scale 1
4 Manager Scale 2
5 Manager Scale 3
Conversion of Job Grade Points into Money Value
Advantages
•Superior and widely used
•Systematic
•Reliable
•Minimum of rating error
•Disadvantages
•Complex
•Time consuming
Limitations of Job Evaluation
•Rapid changes in demand, supply and technology
•Substantial differences between job factors and market factors
•Difficult to change initial stage wage fixation
•Doubts and fears
•Financial limitations
•Not exactly scientific difficulty in selecting compensable factors
Certain Guidelines to Conduct Job Evaluation
•Rate the job not to a person
•Strive to collect all the facts accurately
•Look especially the distinguished features of the job and for relationships to other jobs
•Study the job objectively and independently
•Must be conducted systematically
•The results must be fair, rational and unbiased to the individuals being affected