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job evaluation ppt

job evaluation ppt

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JOB EVALUATION

GROUP MEMBERS .

Job Evaluation Job evaluaton is a systematic way of determining the value/worth of a job in an organisation. .

.Process of Job evaluation y Gaining acceptance. y Finding the jobs to be evaluated. y Creating job evaluation committee. y Analysing and preparing job description.

y Classifying jobs. .Process of Job evaluation y Selecting the method of evaluation. y Installing the programme. y Reviewing periodically.

Features of Job Evaluation y It tries to assess jobs. . y The standards of job evaluation are relative. not people. not absolute. y The basic information on which job evaluations are made is obtained from job analysis.

Features of Job Evaluation y Job evaluations are carried out by groups. but merely provides a basis for evaluating a rational wage structure. y Some degree of subjectivity is always present in job evaluation. . not by individuals. y Job evaluation does not fix pay scales.

y It offers a systematic procedure for determining the relative worth of jobs. .Benefits of job evaluation y It tries to link pay with the requirements of the job. y An equitable wage structure is a natural outcome of job evaluation y An unbiased job evaluation tends to eliminate salary inequalities by placing jobs having similar requirements in the same salary range.

y It points out possibilities of more appropriate use of the plant s labour force by indicating jobs that need more or less skilled workers than those who are manning these jobs currently. helps in the evaluation of new jobs. y Job evaluation.Benefits of job evaluation y Employees as well as unions participate as members of job evaluation committee. . when conducted properly and with care.

RANKING METHOD 2-CLASSIFICATION METHOD 3-POINT METHOD 4-FACTOR COMPARISON METHOD .JOB EVALUATION METHODS 1.

y Jobs can also be arranged according to the relative difficulty in performing them. y Jobs are usually ranked in each department and then the department rankings are combined to develop an organisational ranking. jobs are arranged from highest to lowest. y In this method. in order of their value or merit to the organisation.RANKING METHOD y It is the simplest method of job evaluation. .

y This method places groups of jobs into job classes or job grades. personnel. etc. y Separate classes may include office.JOB CLASSIFICATION y According to this method. a predetermined number of job groups or job classes are established and jobs are assigned to these classifications. clerical. . managerial.

etc.Semiskilled workers: file clerks.  Class 2. deputy office manager.  Class 3.  Class 4. etc. office boys. machine operators.Executives: Office manager.Skilled workers: Purchasing assistant. etc. cashier. etc. department supervisor. receipts clerk.Semiskilled workers: Stenotypists. switchboard operator.JOB CLASSIFICATION Following is a brief description of classification in an office:  Class 1. .

y Points are assigned to each factor after prortising each factor in order of importance. y The points are summed up to determine the wage rate for the job. y Jobs with similar point totals are placed in similar pay grades . y In this method jobs are expressed in terms of key factors.POINT METHOD y This method is widely used currently.

y Under this method. each job is ranked according to a series of factors.Factor Comparison Method y It is more systematic and scientific method of job evaluation. it is consistent and appreciable. . y Though it is the most complex method of all. instead of ranking complete jobs.

>know-how. Wages are assigned to the job in comparison to its ranking on each job factor. . etc. >skills needed. >problem solving abilities. >accountibility. >physical effort.These factors include: >mental effort. >responsibility. >working conditions.

used method Can group a wide range of work together in one system. suitable for useful for large org.Comparison of Job Evaluation Methods Advantage Ranking Disadvantage Fast.. bound. easy to Not very accurate . Not useful for large org. Compensable factors communicate what is valued.least small org. not expensive. . more accurate than raking method. not explain. simple. time consuming. not involved detailed job analysis. Classification Point Compensable factors call Can become out basis for bureaucratic and rulerulecomparisons. simple.

Disadvantage Expensive.Comparison of Job Evaluation Methods Advantage Factor comparison method Finds wages for a job. greater consistency in the judgment. . time consuming. size of jobs can be measured. wages can be calculated speedily.

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