Job Evaluation Definition Methods Objective

Hi, today we talk about the Job Evaluation that is available here. Job Evaluation Definition Work assessment is an efficient method for deciding the esteem/worth of occupation in connection to different employments in an association. It endeavors to influence a deliberate correlation between occupations to evaluate their relative worth to establish a normal pay structure.

Job Evaluation Definition Methods Objective 2018

Job Evaluation Definition Methods Objective

Three basic methods of job Evaluation Method are currently in use: ordering, classification, and point methods. Let’s review each of these.

Job Evaluation Definition

  1. Ordering Method

The ordering method (or ranking method) requires a committee— typically composed of both management and employee representatives—to arrange jobs in simple rank order, from highest to lowest. No attempt is made to break down the jobs by specific weighted criteria. The committee members merely compare two jobs and judge which one is more important or more difficult to perform. Then they compare another job with the first two, and so on until all the jobs have been evaluated and ranked. The most obvious limitation to the ordering method is its sheer unmanageability with numerous jobs. Imagine the difficulty of correctly ranking hundreds or thousands of jobs in an organization. Other drawbacks to consider are the method’s subjectivity— no definite or consistent standards by which to justify the rankings—and the fact that because jobs are ranked in order, we cannot know the distance between rankings.

objectives of job evaluation

Job Evaluation Definition Methods Objective

2. Classification method

The classification method was made popular by the U.S. Civil Service Commission, now the Office of Personnel Management (OPM). The OPM requires that classification grades be established and published in what they call their general schedules. These classifications are created by identifying some common denominator—skills, knowledge, responsibilities—to create distinct classes or grades of jobs. Examples might include shop jobs, clerical jobs, and sales jobs, depending, of course, on the type of jobs the organization requires. Once the classifications are established, they are ranked in overall order of importance according to the criteria chosen, and each job is placed in its appropriate classification. This latter action generally requires comparing each position’s job description against the classification description and benchmarked jobs. At the OPM, for example, evaluators have classified both a statistician at the Department of Energy and a chemical engineer at the Environmental Protection Agency as positions at the GS-7 grade and an electrician at the Department of the Army and an industrial equipment mechanic at the Military District of Washington as positions at the GS-10 grade. The classification method shares most of the disadvantages of the ordering approach, plus the difficulty of writing classification descriptions, judging which jobs go where and dealing with jobs that appear to fall into more than one classification. On the plus side, the classification method has proven itself successful and viable in classifying millions of kinds and levels of civil service jobs.

  1. Point method

Breaking down jobs based on identifiable criteria and the degree to which these criteria exist on the job

Job Evaluation Methods

Job Evaluation Definition Methods Objective

Objectives of Job Evaluation are as follow

  • To decide fair wage differentials between various employments in the association.
  • It goes for building up a precise and sound wage structure
  • To take out wage imbalances. It goes for building up consistency between the wage and compensation structure received by the firm and that of alternate firms.
  • To build up a discerning reason for a motivator and extra plans.
  • Legitimate occupation assessment settles question identifying with compensations between the businesses and representatives and in this manner advances modern peace and agreement.
  • To give a system to intermittent survey and amendment of wage rates.
  • To give a premise to wage arrangement with Trade Unions.
  • To minimize wage discrimination on the basis of age, sex, caste, region etc.
  • To enable management to gauge and control payroll costs.
  • It discloses characteristics and conditions relating to different jobs which are very helpful at the time of recruitment.
  • It also helps in eliminating discrepancies among employees of a group of the organization in any particular industry.
  • Maintenance of a consistent career and employee growth policy/ guidelines.

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