JOB EVALUATION• INTRODUCTION• MERITS AND DEMERITS• PROCESS• METHODS

• A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization.

• It tries to make a systematic comparison between jobs to access their relative worth for the purpose of establishing a rational pay structure.

FEATURES OF J/E

• Standards of J/E are relative, not absolute.• Tries to access jobs, not people.• Basis of J/E is Job Analysis.• Carried on by groups, not individuals.

MERITS OF J/E

• Harmonious relationship between employees and manager.• Standardization• Relevance of new jobs• Specialization• Helps in selection of employees

DEMERITS OF J/E

• Problem of adjustment• Unrealistic• Organisational Limitations• Opposition by workers• Subjective

JOB EVALUATION HELPS FOLLOWING PURPOSES:

IT HELPS IN DEVISING AN ACCEPTABLE WAGE.IT HELPS IN THE PROPER PLACEMENT OF WORKERS IN JOB. IT HELPS THE PERSONNEL DEPARTMENT TO RECRUIT THE RIGHT

PERSON FOR A JOB SINCE REQUIREMENT OF EACH JOB ARE CLEARLY INDICATED.

IT HELPS IN FORMULATING THE INTERNAL TRAINING PLAN.IT HELPS TO AVOID WAGE AND OTHER DISCRIMINATION FOR

SIMILAR JOBS IN SAME ORGANISATION OR A GROUP OF ORGANISATIONS UNDER THE SAME MANAGEMENT.

METHODS OF J/E

• Qualitative Method• Ranking or Job Comparison• Grading or Job Classification

• Quantitative Method• Point Rating• Factor Comparison

1. RANKING METHOD• Simplest form• Each job as a whole is compared with

other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. 

• All jobs are ranked in the order of their importance from the simplest to the hardest or from the highest to the lowest.

EXAMPLE :

2. GRADING METHOD• Also known as classification method• A job grade is defined as a group of

different jobs of similar difficulty or requiring similar skills to perform them.

• Job grades are determined on the basis of information derived from job analysis.

• The grades or classes are created by identifying some common denominator such as skills, knowledge and responsibilities.

EXAMPLE :

3. POINT RATING•  Jobs are broke down based on various

identifiable factors such as skill, effort, training, knowledge, hazards, responsibility, etc. Thereafter, points are allocated to each of these factors.

• Weights are given to factors depending on their importance to perform the job. 

• The sum of points gives an index of the relative significance of the jobs that are rated.

EXAMPLE :

4. FACTOR COMPARISON• Instead of ranking complete jobs, each job

is ranked according to a series of factors. These factors include mental effort, skill needed, responsibility, working conditions, etc.

• Pay will be assigned in this method by comparing the weights of factors required for each job.

• Wages are assigned to the job in comparison to its ranking on each job factor.

EXAMPLE :

GAINING ACCEPTANCE TOP MANAGEMENT MUST EXPLAIN THE AIM AND USES OF THE PROGRAMME TO THE

EMPLOYEES AND UNIONS

ORAL PRESENTATION

CREATING JOB EVALUATION COMMITTEE

EXPERIENCED

EMPLOYEES

HR EXPERTS

UNION REPRESENTATIVES

As it is not possible for a single person to evaluate all key jobs

FINDING THE JOB TO BE EVALUATED

EVERY JOB NEED NOT BE EVALUATED.THIS MAY BE TOO TAXING AND COSTLY.CERTAIN KEY JOBS IN EACH DEPARTMENT MAY BE IDENTIFIED.WHILE PICKING UP THE JOB CARE MUST BE TAKEN TO ENSURE THAT THEY REPRESENT THE TYPE OF WORK PERFORMED IN THAT DEPARTMENT…..

ANALYSING AND PREPARING JOB DESCRIPTION

THIS REQUIRES THE PREPARATION OF A JOB DESCRIPITION AND ALSO AN ANALYSIS OF A JOB THAT

NEEDS FOR SUCCESSFUL PERFORMANCE….A JOB DESCRIPTION SUMMARIZES THE DUTIES OF A

POSITION AND STAES THE ESSENTIAL RESPONSIBILITIES…..

JOB DESCRIPTION

BENEFITS OF JOB DESCRIPTION

SELECTING THE METHOD OF EVALUATION

FOUR METHODS OF JOB EVALUATION

THE MOST IMPORTANT METHOD OF EVALUATING THE JOBS MUST BE IDENTIFIED NOW,KEEPING THE JOB FACTORS AS WELL AS ORGANISATIONAL DEMANDS IN MIND

EXAMPLE OF SELECTING EVALUATION METHOD

CLASSIFYING JOBS

THE RELATIVE WORTH OF VARIOUS JOBS IN AN ORGANISATION MAY BE FOUND OUT AFTER ARRANGING JOBS IN ORDER OF IMPORTANCE USING CRITERIA SUCH AS:

5

5

3

4

Skill Requirements

Experience Needed

Condition Under Job Performed

Type Of Responsibility To Be Shouldered

Degree Of Supervision Needed

5 Amount Of Stress Caused By Job

3

Weights can be assigned to each such factor. When we finally add all the weights, the worth of a job is determined. The point may then be converted into monetary ones.

REVIEWING PERIODICALLYIN THE LIGHT OF CHANGES IN THE ENVIRONMENTAL

CONDITIONS(TECHNOLOGY,PRODUCTS,SERVICES,ETC.) JOBS NEED TO BE EXAMINED CLOSELY.

THE TRADITIONAL CLERICAL FUNCTIONS HAVE UNDERGONE A RAPID CHANGE IN THE SECTORS LIKE BANKING,INSURANCE,AND RAILWAYS,AFTER COUMPUTERISATION.

NEW JOB DESCRIPTION NEED TO BE WRITTEN AND THE SKILLS NEEDS OF NEW JOBS NEED TO BE DULY INCORPORATED IN THE EVALUATION PROCESS.

EMPLOYEES MAY FEEL THAT ALL THE RELEVANT JOB FACTORS-BASED ON WHICH THEIR PAY HAS BEEN DETERMINED-HAVE NOT BEEN EVALUATED PROPERLY.

NEED FOR JOB EVALUATION

THANK YOUPresented By,Nidhi TayalBargave SilvarajuSwati RajAvinash KumarPranav Shyam