Job evaluation involves the comparisons of the related importance worth of different jobs within anorganization which could be termed as internal alignment. It is essentially a process of measurement. Jobevaluation for that matter is a periodic activity. This is done by using arbitrarily designed to evaluate factorsconsidered of important in job, and then this sum is converted into a rupee value. Thus, each job has alogical relation to other jobs, since all have been measured by the same yardsticks. Here we can discusscouples of definitions to enlarge our understanding of job evaluation.International labour organization says job evaluation is an attempt to determine andcompares the demand with the normal performance of particular labour makes and normal workers withouttaking into account all the individual abilities and performance of the workers concerned.British institute of management define job evaluation as the process of analysis and assessment of jobs toascertain reliably their relative worth using the assessment as a basis for a balance wage structure.The objective of job evaluation is specific primarily job evaluation leads to a balanced wagesstructure. Secondly it measures reliably the relative worth of each job. Thus by determine the relative worthof each job wage structure is adjusted and balanced accordingly. Another objective of job evaluation is togain the confidence of both the management and employees. That is approval of job evaluation plans must be in the bands of some top line executives, at the same time full cooperation of trade unions and the usingdepartment must be secured. Thus more and more, job evaluation has become subject to collective bargaining.The selection of the job to be evaluated must be pursued with lot of care. The evaluation plan should be developed with a view to including all jobs ultimately through at the out set only particular groups jobsare to be evaluated.The basic material for job evaluation is provided by job analysis. That is why job evaluation is provided by job analysis. That is why job evaluation must follow job analysis.Various methods have been designed to make measurement of jobs. Such method could be broadlydivided into two categories i.e. non quantitative method which includes ranking method and gradingmethod, the other method is quantitative method which involves the point rating system and factor comparison system. The non quantitative method are specially based on human judgment where as theincidence of human judgment is greatly reduced in the latter method.
Under this method the ranking is to be of the jobs. Jobs may either be ranked on different factors or else jobs may be ranked as a whole. However the latter method is a better approach. Under this plan of evaluation jobs are arranged in order of increase value in accordance with the judgment of the arrangers.That is different members rank these jobs separately. A member ranks the jobs atleast three times on threedifferent occasions. Then the ranking of the different members of the committee are reconciled. This isnormally done by mutual discussion. This method is simple inexpensive and useful for a small organization.It can not be successfully applied to large organization. However this method is totally dependent on human judgment. It is difficult to explain the reason why the job has been ranked as they are? Therefore jobranking method should be used when time and resource to employ a better method are not available.
GRADING OR JOB CLASSIFICATION METHOD
Under this method jobs are divided into different grades or classifications. The idea of grading is toreduce the number of jobs by putting them into specific classes or grades by means of frequencydistribution. Thus jobs could be grouped into unskilled, semi-skilled, skilled and highly skilled jobs. Jobsdescription of various grades or classes is prepared i.e. the grade descriptions. This gives us the relatedworth of various jobs in an organization. Under this method although the element of human judgment gets