7/31/2019 Subject 301

1/18

Job Evaluation

Presented By:-

Dr. Vikash Kumar Pulaiya

MBA(HA) 3rd Sem

7/31/2019 Subject 301

2/18

Job Evaluation (Content)

Definition

Objective

Principle

Process

Methods

Advantages

7/31/2019 Subject 301

3/18

Definition

According toWendell French Job Evaluation is a processof determining the relative worth of the various jobs withinthe organization so that differential wages may be paid tojobs of different worth.

Job evaluation is the process of analyzing and assessing thevarious jobs systematically to ascertain their relative worthin an organization.

7/31/2019 Subject 301

4/18

Objectives

To maintain , accurate and impersonaldescription of each distinct job.

To provide standard procedure fordetermining the relative worth of each job.

To set wages and salary.

To ensure like wages are paid off. To determine wage for the job and not for

the man.

7/31/2019 Subject 301

5/18

7/31/2019 Subject 301

6/18

Process Of JE

Objective of JE

JOB ANALYSIS

Job Description Job Specification

JE Program

Fig :: JOB EVALUATION

Process

7/31/2019 Subject 301

7/18

Process of JE

Management explain the objectives andadvantages.

Training to committee (HR manager + Sr.

manager) for JA & JE Selection of most appropriate JE System.

Grade/Classify Job based on the worth.

Discuss the same with the incumbent. Feedback & Evaluation.

7/31/2019 Subject 301

8/18

Methods of Job Evaluation

Job-evaluation methods are of twocategories:

(1)Non-analytical and

(2) Analytical

7/31/2019 Subject 301

9/18

Job Factors

Skill

1. Education

2. Experience

3. Initiative

Effort

1. Physical Demand

2. Mental Visual Demand

7/31/2019 Subject 301

10/18

Job Factors

Responsibility

1. For Equipment

2. Material / Product

3. Safety of others4. Work of others

Job Conditions1. Working Conditions

2. Hazards

7/31/2019 Subject 301

11/18

Non-Analytical Method

Ranking Method

Job-Grading Method

7/31/2019 Subject 301

12/18

Ranking Method

Jobs are arranged or ranked in their importancei.e from lowest to highest or vice versa.

Committee assesses the worth of each job on thebasis of its title or on its content, if the latter areavailable.

Job Description can be used for ranking differentjobs.

Ranked jobs are classified into groups, and jobsunder particular groups may receive the samesalary or salary range.

7/31/2019 Subject 301

13/18

Job Grading or Job Classification Method

As in the ranking method, the Job-gradingmethod does not call for a detailed orquantitative analysis of job factors.

Facts about the job are collected and matchedwith the grades which have been established bythe raters (Committee)

Grades are arranged in the order of theirimportance

Lowest grade may cover jobs requiring greaterphysical work under close supervision, butcarrying little responsibility.

7/31/2019 Subject 301

14/18

Analytical Method

Point- Ranking Method

Factor Comparison Method

7/31/2019 Subject 301

15/18

Point- Ranking Method

PRM is one of the most widely used JEPlan.

It involves identifying number of factors

,sub factors and degree to which thesefactors are present in Job

Points are assigned for each degree ofeach factor

Grand Total of these points ,classify theJob Worth

7/31/2019 Subject 301

16/18

Factor Comparison Method

Under this method, one begins with selection offactors .

Each factor is ranked individually with otherjobs.

E.g.:-

Each job is ranked several times like,

1. Skill requirements,

2. Physical exertion,3. Responsibility, and

4. Job conditions

7/31/2019 Subject 301

17/18

Advantages Of JE

Leads to Uniformity in wage rates.

Use to remove grievances from employeesregarding discrepancy in wages.

Information collected during JobEvaluation can be used for improvement,Selection and and promotion procedures

7/31/2019 Subject 301

18/18