Its an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers

without taking into account the individual abilities. The process of analysis of jobs to ascertain reliably ,using as the basis for wage structure.

JOB EVALUATION

 Payment

of high wages and salaries to persons who hold jobs and positions requiring less skill set. Paying beginners less than they are titled to receive in terms of their ability. Giving hike to inefficient workers. Paying more wages and salaries on the basis of seniority rather than their ability. Inequalities in wages and salaries on the basis of race, sex, religion or political differences.

Objectives

Each job should be evaluated properly on the basis of performance. Any job plan should be sold to foremen and employees. Maximum participation of employees should be there. Any type of monetary transaction should be avoided. Too much occupational wages should be avoided. The elements should be clearly defined.

Principles of Job Evaluation:

It may help in eliminating the inequalities in existing wages and salaries. This method will lead to less grievance among employees. The method may lead to greater uniformity in wage rates, thus simplifying wage disparity. It will reveal the less competent employees.

Advantages

Its has very less amount of flexibility to work in changing environment. It takes a long time to execute due to financial constraint. Some times it fluctuates due to changes in production. Job evaluation is mainly to evaluate managers. Its a very conventional method which doesnt have acceptance everywhere.

Limitation of Job Evaluation

Demerits

It is very simple quick and inexpensive.

Methods:
Ranking System