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Most factors that contribute to this job pressure, e.g. physical strength required,knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel thetechnique¶s uses include establishing relative wage rates for different tasks. It is possibleto use it for all grades of personnel, even senior management.Thus, job evaluation is different from performance appraisal. In job evaluation,worth of a job is calculated while in performance appraisal, the worth of employee israted. Definition of job evaluation According to Kimball and Kimball ,³ Job evaluation represents an effort to determine therelative value of every job in a plant and to determine what the fair basic wage for such ajob should be .´ Principles of Job Evaluation
Job evaluators will need to gain a thorough understanding of the job Job evaluation is concerned with jobs. not people. All jobs in an organisation will be evaluated using an agreed job evaluationscheme. It is possible to make a judgement about a job's contribution relative to other jobsin an organisation. However if appliedcorrectly it can enable objective judgements to be made. Job evaluation is based on judgement and is not scientific. The job is assessed as if it were being carried out in a fully competent andacceptable manner. . These jobs will be accuratelydescribed in an agreed job description. It is not the person that is beingevaluated. The real test of the evaluation results is their acceptability to all participants.Clearly defined and identifiable jobs must exist.
Job evaluation can aid organisational problem solving as it highlights duplicationof tasks and gaps between jobs and functions. Job evaluation as a process is advantageous to a company in many ways : .