job evaluation presentation
TRANSCRIPT
![Page 1: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/1.jpg)
1
JOB EVALUATION
GROUP EIGHT PRESESNTATION
![Page 2: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/2.jpg)
2
JOB EVALUATIONINTRODUCTIONDEFINITIONSPROCESS OF JOB EVALUATIONTECHNIQUES/METHODSADVANTAGES AND DISADVANTAGES CONCLUSION
![Page 3: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/3.jpg)
3
Meaning of the word job?Why job evaluation? Its purpose in an organisationObjectives of job evaluationPrinciples of job evaluationProcess of job evaluationMethods of job evaluationAdvantages and disadvantagesBenefits of job evaluationconclusion
….
INTRODUCTION
![Page 4: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/4.jpg)
4
what do we mean by the word ‘job’?
Question1:
![Page 5: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/5.jpg)
5
Job: a piece of work, especially a specific task done as part of the routine of one's occupation or for an agreed price (dictionary.com)
Evaluation: The process of examining a system or system component to determine the extent to which specified properties are present. (dictionary.com). or Evaluation is the systematic collection and analysis of data needed to make decisions, a process in which most well-run programs engage from the outset. (defined by. American Evaluation Association)
“Job evaluation is the systematic and orderly process of determining the worth of job in relation to other jobs.”( Edwin B. Flippo)
“Job evaluation is the process of analysis and assessment of jobs to ascertain reliably their relative wealth, using the assessment as a basis for a balanced wage structure.”(British Institute of Management.)
Key definitions:
![Page 6: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/6.jpg)
6
In an organization, different employees perform different jobs and salary is also not the same. But how do companies decide the importance and hierarchy of jobs. The answer is job evaluation. Job evaluation is done on the basis of the value of the particular job and how important it is to the organization. One cannot judge the worth of a job unless it is evaluated to make visible the distribution of rewards where credit is due in order to bridge the discrepancies that occur in organization in terms of remuneration and reward system.
Why job evaluation?
![Page 7: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/7.jpg)
7
The purpose of job evaluation techniques is to measure the relative worth of jobs so that the relationship between the jobs can be expressed in salary and wages scales, based on logical, ordered system. ‘Job evaluation’ is a term used in general way for a number of techniques that are in different forms. These techniques entail analyzing and assessing the content of jobs so that they may be classified in an order relating to one another and to the marketplace.
Purpose of job evaluation
![Page 8: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/8.jpg)
8
Who performs job evaluation in an organization?
Question2:
![Page 9: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/9.jpg)
9
To establish impartial judgementTo promote employee goodwillTo select employees more accuratelyTo establish satisfactory wage and salaryTo determine the rate of pay for each jobTo provide management with a basis for
proper control
Objectives of job evaluation
![Page 10: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/10.jpg)
10
Rate the Job And Not The ManEasily Explained Elements Of Rating
Exposure Of Plan To EmployeesEmployees Participation In Rating
Principles of Job Evaluation
![Page 11: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/11.jpg)
11
The process of job evaluation is lengthy and has to be taken in a systematic manner. The process of job evaluation involves the following steps;
Securing Acceptance from Employees Forming Job Evaluation Committee Deciding The Jobs To Be Evaluated Analyzing And Preparing Job Description Selecting The Method of Evaluation Classify Jobs Executing The Programme Periodic Review
PROCESS OF JOB EVALUATION
![Page 12: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/12.jpg)
12
There are four basic methods of Job evaluation:
Ranking Method
Classification Method
Factor Comparison Method
Point method
METHODS OR TECHNIQUES
![Page 13: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/13.jpg)
13
This method is one of the simplest to administer. According to this method, jobs are arranged from the highest to lowest, in order of their value or merit to the organisation. Jobs are compare to each other based on the overall worth of the job to the organization. The “worth” of the job is usually based on the judgement of skill, effort (physical and mental), responsibility (supervisory and fiscal ) and working conditions. Jobs are usually ranked in each department and then the department rankings combined to develop an organizational ranking.
Ranking method:
![Page 14: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/14.jpg)
14
Table: Array of jobs according to the Ranking method
The following table is a hypothesis illustration of ranking of jobs
RANK MONTHLY SALARIES
Medical Doctor Gh¢ 3,000
Pharmacist Gh¢ 2,500
Nurse Gh¢ 2,000
Stores Manager Gh¢ 1,500
Secretary Gh¢ 700
Security Gh¢ 300
![Page 15: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/15.jpg)
15
Its simple to understand and practice Most effective when there are relatively few
jobs to be evaluated (less than 30)
advantages of RM
![Page 16: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/16.jpg)
16
Difficult to develop in large and complex organization.
Rank judgements are subjective.Since there is no standard used for
comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. There is therefore the call for more fruitful and scientific approach.
Disadvantages Of RM
![Page 17: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/17.jpg)
17
According to this method, a predetermined number of job groups or job classes are established and jobs are assigned to these classifications. This method places groups of jobs into classes or job grades. Separate classes may include office, clerical, managerial, personnel, etc. following is brief description of such a classification in an office.
Class I – Executives: further classification under this category may be office manager, deputy office manager, office superintendent, department supervisor, etc.
Class II-Skilled workers : under this category may come the marketing assistant, cashier, receipts clerk, etc.
Class III – semiskilled workers: under this category may come stenotypists, machine-operators, etc.
Class IV – semiskilled workers: this category comprises Daftaris, File clerks, office boys, etc.
Classification method
![Page 18: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/18.jpg)
18
It is less subjective when compared to ranking method.
Easy to understand and accepted to almost all employees without hesitation.
It takes into account all the factors that a job comprises
This system can be effectively used for a variety of jobs.
Advantages Of CM
![Page 19: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/19.jpg)
19
Its is difficult to write all-inclusive descriptions of grade.
The method oversimplifies sharp difference between different jobs and different grades
When individual job descriptions and grade description do not much well, the evaluators have the tendency to classify the job using their subjective judgements.
More so, where the requirements of different jobs differ, they may be combined into a single category, depending on the status a job carries which is one weakness of this method.
Disadvantages Of CM
![Page 20: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/20.jpg)
20
This method is more scientific and systematic. Though it is the most complex method of all, it is consistent and appreciable. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. These factors include mental effort, physical effort, skill needed, supervisory responsibility, working conditions and other relevant factors.
Factor comparison method
![Page 21: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/21.jpg)
21
Analytical and objective Money values are assigned in a fair way
based on an agreed rank order fixed by the job evaluation committee
Flexible as there is no upper limitation on the rating of a factor
Reliable and valid as each job is compared with other jobs in terms of the key factors.
Advantages of FCM
![Page 22: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/22.jpg)
22
Difficult to understand, explain and operateThe use of the same criteria to assess all
jobs is questionable as jobs differ across and within organizations
Time consuming and costly
Disadvantage of FCM
![Page 23: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/23.jpg)
23
Point method is widely used currently in the world and the best method according to Microsoft. The point method techniques entails the analysis and comparison of jobs according to compensable factors, which are represented by a number of points, the amount depending on the degree of each factor present. The number of points each position is worth equals an assigned monetary value.
Point method
![Page 24: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/24.jpg)
24
The procedure involved may be explained in these steps.
Determine or Collect Information
Select or Define the jobs Define or Determine the jobs
Assign or Rate the jobs
procedure
![Page 25: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/25.jpg)
25
Skill and Knowledge
Responsibility/Accountability
Effort
Factors employed in point system
![Page 26: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/26.jpg)
26
diagram2.0
![Page 27: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/27.jpg)
27
It is superior and widely used method of evaluating jobs
It faces rates to look into all key factors and sub-factors of the job
Point values are assigned to all factors in a systematic way, eliminating bias at every stage
It is reliable because raters using similar criteria would get more or less answers
It accounts for the difference in wage rates for various jobs on the strength of job factors
When jobs are changed overtime, the rating scale of the point method is unaffected.
Merits
![Page 28: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/28.jpg)
28
It is complex
Time consuming process
Expensive to implement
demerits
![Page 29: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/29.jpg)
29
It indicates the relative worth of different jobs
It helps to Establish the hierarchy of jobsUseful for introducing a satisfactory,
rational and balanced wage structureProvides scientific base for promotions and
transfersAvoids injustice to employeesRemoves grievances and disputes among
employees
benefits of job evaluation
![Page 30: Job Evaluation Presentation](https://reader033.vdocuments.us/reader033/viewer/2022061515/551528274a7959af658b4611/html5/thumbnails/30.jpg)
30
conclusion