Methods of Job Evaluation

Job evaluation methods are as follows:

Job evaluation methods

Non-Analytical Methods

In non-analytical or non-quantitative job evaluation schemes, whole jobs are compared with each other without any attempt to break-down and analyse jobs under their various demands or components. Various methods are as follows:

1. Ranking System: In this system all jobs are arranged or ranked in the order of their importance from the simplest to the hardest or in the reserve order each cash successive job being higher or lower than the previous one in the sequence. It is not necessary to have job descriptions. although they may be useful. Some times, a series of grades or zones are established and all the jobs in the organization are arranged into these. A more common practice is to arrange all the jobs according to their requirements by rating them and then to establish the group or classification. The usually adopt technique is to rank jobs according to “the whole job” rather than a number of compensable factors.

2. Job Classification or Grading System: Job classifications group’s jobs into various grades, each grades having a certain specific class description and many times a pay scale that is used for job comparisons. Job classification is a scheme of classifying a job according to the current responsibilities and duties associated with the job. Grade description are the result of the basis job information which is usually derived from a job analysis. After formulating and studying job description and job specifications, job are grouped into classes or grades which represents different pay levels ranging from low to high. Certain job may then be grouped together into a common grade or classification. General grade description are written for each job classification, finally these are used as a standard for assigning all the other jobs to a particular pay scale.

Analytical Methods

1. Factor Comparison Method: Under this system, jobs are evaluated by means of standard yardsticks of value. It entails deciding which jobs have more of certain compensable factors than others. Have, the analyst or the evaluation committee selects some ‘key’ or ‘bench mark’ jobs for which there are clearly understood job descriptions and counterparts in other organizations, and for which the pay rates are such as are agreed upon and are acceptable to both management and labour. Under this method, each job is ranked several times-once for each compensable factors selected.

2. Point Ranking Method: This method is the most widely used type of job evaluation plan. It requires identifying a number of compensable factors and then determining degree to which each of these factors is present in the job. A different number of points are usually assigned for each degree of each factor. Once that degree to each factor is determined, the corresponding number of pints of each factor is added and an overall point value is obtained. The point system is based on the assumption that is possible to assign points to respective factors which are essential for evaluating individual’s job. The sum of these points gives us an index of the relatives significance of the jobs that are rated.