Job Evaluation

Shivali kamal

Sem-II
 Job Evaluation
Job evaluation is a process through
which jobs are
Described
Analyzed
Weighted

The outcome ,a total score in points

expresses the weight of a particular
job in relation to other jobs.
 Objectives :-
 To gather data and information relating to job
description, job specification and employees
specifications for various jobs in an organization.
 To compare the duties, responsibilities and demands
of a job with that of other jobs.
 To determine the hierarchy and place of various jobs
in an organization.
 To determine the ranks or grades of various jobs.
 To ensure fair and equitable wages on the basis of
relative worth or value of jobs.
 To minimize wage discrimination based on sex, age,
caste, region, religion etc.
 Principles of Job Evaluation Programme

 Rate the job but not the employees.

 The elements should be defined clearly and properly selected and

easy to understand.

 Concerned employees & supervisors should be educated &

convinced about the programme.

 Secure employee co-operation by encouraging them to

participate in the rating programme.

 Supervisors should be encouraged to participate in rating the

jobs.
Strategic
Job Job Reward
objective HR Plan structure
Analysis evaluatio
n

Some Major Decisions in Job Evaluation

• determine
determine overall
overall strategy
strategy &
& objectives
objectives
• to
to get
get right
right people
people with
with right
right skill
skill in
in the
the right
right place
place
at
at the
the right
right time.
• getting information about job.
• Evaluate plan’’s usefulness
Evaluate plan
 PROCESS or FLOW CHART

Objectives of Job
evaluation

Job
Description Job
Specification

Job evaluation
programme

Wage Survey

Employee classification
METHODS OF JOB EVOLUTION

Job Evaluation

Analytical Non-Analytical

Point Method Factor Ranking Job Banding

Comparison Grading
Method
 Comparison of Job Evaluation Methods

Methods Advantage Disadvantage

Ranking :- Fast, simple, easy to Not very accurate , not
explain, suitable for small useful for large org., least
org, not expensive. used method

Classification :- Can group a wide range of Not useful for large org,
work together in one time consuming, not
system, simple, more involved detailed job
accurate than raking analysis.
method.

Point :- Compensable factors call Can become bureaucratic

out basis for comparisons. and rule-bound.
Compensable factors
communicate what is
valued.
 Comparison of Job Evaluation Methods

Methods Advantage Disadvantage

Factor comparison Finds wages for a job, Expensive, time
method wages can be consuming,
calculated speedily,
greater consistency in
the judgment, size of
jobs can be measured.

Methods depend upon these factors :-

Skill (the experience, training, ability, and education )
Mental or Physical effort (the exertion needed for performance)
Responsibility (the extent to which an employer depends on the
employee to perform the job as expected )
Working condition (hazards, dust, smoke, noise, temperature etc)
Essentials for the success of a JE programme

 Avoid excessive overlapping or duplication.

 Be definable and measurable.

 Be easily understood by Employees & administrators.

 Not cause excessive installation or admin cost.

 Be selected in legal considerations in mind.

QUERIES ??????
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QUESTIONS

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QUESTIONS

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Thank you