Job Evaluation

MBA DIV
A
Roll No
21,22,23,24
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.
 Factors
• This method depend upon five factors .
• Skill (the experience, training, ability, and education )
• Mental or Physical effort (the measurement of the
physical or mental exertion needed for performance)
• Responsibility (the extent to which an employer depends on
the employee to perform the job as expected, with emphasis on
the importance of job obligation)
• Working condition (hazards, dust, smoke, noise,
temperature etc)
Strategic Reward
HR Plan Job Job structure
objective 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
 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 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.
 PROCESS or FLOW CHART
Objectives of Job
evaluation

Job
Job
Specificat
Descriptio
ion
n

Job evaluation
programme

Wage
Survey

Employee
classification
 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.

Example :
 JOB ANALYSIS.
Job analysis is the process of a studying and collecting information
relating the operation and the responsibilities of a specific job.

It is a systematic exploration of the activities within a job or it is a basics

technical procedure one that is used to define the duties responsibility
and accountability of a job.

Job analysis provide necessary input for a number of HR activities like

recrutment,selection,job design,estimation job worth training and
appraisal.

Job analysis plays key role in designing and managing the performances
apprisal system in a organization.

The immidite produt of this analysis are job discription and job
specification.
 JOB DESCRIPTION
• Job description is an organized factual statement of duties and
responsibilities of a specific a job in a brief ,it should tell that what is
to be done, how it is to be done, and why .it is a standard function in
that it define the appropriate and authorized content of a job.
• The job description describe details the various aspects of a job like a
task involved .the responsibility of job and and the deliverable.

• The following are the importance's of job description.

• 1] Development of job specifications

• 2] Manpower planning & recruitment
• 3] Development of performer standards
• 4] Oritention of new employee to words basic responsibilities & duties
 JOB SPECIFICATION
Job specifications written statement of the
minimum acceptable qualification knowledge skill,
traits & physical & a mental characteristics that an
incumbent must passes to perform the job
successfully

The specification performs the following headings

1] physical specification
2] mental specification
3]emotional and social specification
4]behaviral specification
 JOB ANALYSIS METHOD.
• 1] Observation method
• 2] Group interview method
• 3] Questionnaires method
• 4] Technical conference method
• 5] Dairy method
JOB ANALYSIS PROCESS
Determination of uses of job analysis.
↓
Strategic choice in job analysis.
↓
Information collecting
↓
Information processing
↓ ↓
Job discription job specification
METHODS OF JOB EVALUTION

Job Evaluation

Analytical Non-Analytical

Point Method Factor Ranking Job Banding

Comparison Grading
Method
“ANALYTICAL METHODS”
[A] Point- Ranking Method
 The system starts with the selection of job factors,
construction of degrees for each factor & assignment
of points to each degree.
 Different factors are selected for different jobs, with
differences in degrees & points.
 Some of the factors are skill, efforts, responsibility, job
conditions, type & extent of supervision etc..
 The range of score & grades is pre-determined.
 A given job is placed in a particular grade, depending
on the number of points it scores.
 ADVANTAGES OF POINT RANKING
METHOD
1) The method is simple to understand & easy to
administer.
2) The procedure adopted is systematic & can
easily be explained to the employees.
3) The worth of each job is determined on the basis
of its factors & not by job as a whole.

DIS-ADVANTAGES
1) Employees may disagree with the points allotted
& to factors & their degree identified.
2) Matching the range of points allotted to the
respective job grades is difficult.
[B] FACTOR COMPARISON METHOD

 It starts with the selection of factors

which are assumed to be constant
for all the jobs.
 Each factor is ranked individually
with other jobs.
 Then total point values are assigned
to each factor.
ADVANTAGES OF FACTOR COMPARISON
METHOD
1) The worth of a job is determined by
adding together all the point values.
2) Jobs of unlike nature like manual,
clerical & supervisory may be
evaluated with the same set of factors.

DIS ADVANTAGE
1) The method is complicated &
expensive.
 “NON – ANALYTICAL
METHODS”
Ranking & job classification methods
comes under this method.
[A] RANKING METHOD
 This method assesses the worth of each
job on the basis of its title or its contents.
 But the job is not broken down into
elements of factors.
 Each job is compared with others & its
place is determined.
 ADVANTAGES OF RANKING METHOD

1) It is very simple method.

2) It is the most inexpensive & most
expedient method.

DIS ADAVANTAGE

1) Job evaluation may be subjective as the

jobs are not broken into factors & it is
hard to measure whole jobs.
[B] JOB GRADING METHOD

 In this method there is an yardstick for

evaluation in the form of job classes &
grades.
 The number of grades is first decided upon
& the factors corresponding to these
grades are determined.
 Facts about jobs are collected & are
matched with the pre established grades.
 It requires to frame grade descriptions to
cover differences in job characteristics.
 Job grades are arranged in the order of
their importance in the form of a schedule.
 The lowest grade may cover jobs requiring
greater physical work under close
supervision, but carrying little
responsibility.
 Each succeeding grade reflects to higher
level of skill & responsibility, with less
supervision.
 ADVANTAGES OF JOB GRADING
METHOD
1) It is simple & inexpensive.
2) In organizations where number of jobs is
small, this method is satisfactory.

DIS ADVANTAGES
1) Job grade descriptions are vague & are
not quantified.
2) Difficulty in convincing employees about
the inclusion of a job in a particular grade
because of vagueness.
3) More job classification schedules need to
be prepared because the same schedules
cannot be used for all types of jobs.
 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.

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Thank you