SRI LANKA INSTITUTE OF ADVANCED TECHNOLOGICAL EDUCATIONREWARD MANAGEMENT
Objectives of the job evaluation
To gather job informationII.
To fix up respnosibilitiesIII.
The hiarachy and place of various jobsIV.
To determine the ranks or grades of various jobs.V.
To establish relatives between jobs.VI.
To use these job grades for salary administration.to ensure fair and equitable wages on the basisof relative worth or value of jobs.in other words, equal wages are fixed to the jobs of equalworth or value.VII.
To provide a structure for better management planning.VIII.
To provide a basis for career progression and for rotation progrms.
ome principles of job evaluation
learly defined and identifiable jobs must exist. These jobs will be accurately describedin an agreed job description.
ll jobs in an organisation will be evaluated using an agreed job evaluation scheme.
Job evaluators will need to gain a thorough understanding of the job
Job evaluation is concerned with jobs, not people. It is not the person that is beingevaluated.
The job is assessed as if it were being carried out in a fully competent and acceptablemanner.
Job evaluation is based on judgement and is not scientific. However if applied correctly itcan enable objective judgements to be made.
It is possible to make a judgement about a job's contribution relative to other jobs in anorganisation.
The real test of the evaluation results is their acceptability to all participants.
Job evaluation can aid organisational problem solving as it highlights duplication of tasksand gaps between jobs and functions.
Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors thatcontribute to this job pressure, e.g. physical strength required, knowledge of mathematics required, areassessed and the result is a numerical estimate of the total job pressure. When evaluations are carried