JOB EVALUATION

 PRESENTED TO

 PRESENTED BY
 INTRODUCTION

 Job evaluation can be defined as

“ The process to determine in a systematic and analytical
manner, the relative manner, the relative worth of each job in the
organization based on a set of carefully selected factors such as skill
needed, responsibilities involved , efforts required and job conditions
etc for the purpose of determining wages differentials”
 Job may be defined as regular assignment to individual employee
involving a set of duties, responsibilities and conditions entirely
different from those of other assignments
 OBJECTIVES

 To formulate an appropriate and uniform wage structure.

 Eliminates wage inequalities.
 Determine relative value of different job in organisation.
 Clarifies the responsibility and authority associated with the jobs.
 Provides a basis for recruitment, selection, promotion and transfer of
employees.
 Identify need for training of employees.
PRINCIPLE OF JOB EVALUATION

 Job evaluation must attempt to rate the job and not the man.
 Elements of job selected for the job must be common to most of the
jobs, few in number and simple to identify and easy to understand.
 Clean definition of elements and consistency of degrees of such
elements, improve accuracy of job evaluation.
 Secure willing co-operation and support of supervisors on job
evaluation. This is obtained by selling this idea among them and
obtains this participation in the process.
 Secure co-operation and participation from employees.
 Minimise number of wage rate within each grade.
JOB EVALUATION METHODS
 RANKING METHOD

 This is the easiest and simplest method of

job evaluation.
 In this method the jobs are ranked from the
most important one to the least important.
 Each department head arranges the job in
their department in the order of
importance.
 The individual department pass on their
ranking to a cenyral committee who
groups the job into grades.
 CLASSIFICATION METHOD

 In this method, job are classified in

groups of skill, difficulty, responsibility,
importance and other requirements
 It may be production job, a sales job
or an office job
 Each job family can be broken into a
number of grades like grade 1to
grade 5.
 Grade 1- less skill, precision and
accuracy.
 Grade 2 – skilled, precise and highly
accurate work
FACTOR COMPARISON METHOD

 In this method detailed analysis of the job is carried out by

employing following five main factors
 Skill
 Mental effort
 Physical effort
 Responsibilities
 Working conditions
 POINT METHOD

 It is the most widely used method of job evaluation.

 Under it, jobs are divided into component factors. Points or
weightage are assigned to each factor depending on the degree
of its importance in a particular job.
 The total points for a job indicate its relative worth or value.