Presentation on Job Evaluation

PRESENTED BY; ER. TUSHAR YADAV

(16101013) MBA(GEN)

DEFINITION Job evaluation is a systematic way of determining the value /worth of a job in relation to other job in an organization, it tries to make a systematic comparison b/w jobs to access their relative worth.

Process of Job Evaluation

1) Gaining Acceptance2) Creating Job Evaluation Committee3) Finding the Job Which Need to be Evaluate4) Analyzing and Preparing Job Description

Methods of job Evaluation

Job evaluation has two methods:

Non analytical or Qualitative methodAnalytical or Quantitative method

Non quantitative Method

Non-Analytical Methods:

Simple ranking methodGrading method

Simple ranking method:

This method compares one job with other job based on duties, responsibility, and the degree of importance to the organization. This mostly used in small organization.

Grading method:

Major job classes are established. Various jobs are assigned by ranking to these grades based on their personal interpretations of relative difficulty of tasks, responsility involved, knowledge and experience required, authority level etc. This grading method mostly followed in public sector undertakings.

Ex. of grading method-Class 1(executives), class2(skilled workers),class3(semiskilled)

Analytical Methods:

This has Two techniques. They are

Pont method Factor comparison method

Point method:

The point method break the job into components and evaluate each of the job elements against specially construed scales. There are four steps in the point method. They are

Selection of compensable factors Establishment of factor scales Assignment of points to degrees and

Factor comparison method:

The factor comparison method is a method of quantifying the job versus the job comparison. It is the Most commonly used method of job evaluation. There are three steps in this method.

The first step is to select key jobs to help anchor the system. Key jobs are those jobs that are found many organizations that have relatively stable job content ; they also have to be jobs for which the prevailing wage rates are known.

The second step is to rank the key jobs on a few compensable factors, such as skill, effort, responsibility and job conditions.

The third step is to determine for each key job the amount of the present pay rate that is attributable to each of the factors. Suppose the total rate of a job is say $7.75, $1.75 is allocated for its level of skill, $1.75 for effort, $1.25 for responsibility and n$3.00 for working condition