Job Evaluation

A 21,22,23,24

MBA DIV Roll No

Job Evaluation
Job evaluation is a process through which jobs are Described Analyzed Weighted The outcome ,a total score in points expresses the weight of a particular job in relation to other jobs.

Factors
This method depend upon five factors . Skill (the experience, training, ability, and education ) Mental or Physical effort (the measurement of the
physical or mental exertion needed for performance)

Responsibility

the employee to perform the job as expected, with emphasis on the importance of job obligation)

(the extent to which an employer depends on

Working condition (hazards, dust, smoke, noise, temperature etc)

Strategic objective

HR Plan

Job Analysis

Job evaluatio n

Reward structure

Some Major Decisions in Job Evaluation

determine overall strategy & objectives determine overall strategy & objectives to get right people with right skill in the right place to get right people with right skill in the right place at the right time. at the right getting information about job. Evaluate plans usefulness Evaluate plan

Objectives : To gather data and information relating to job description, job specification and employees specifications for various jobs in an organization. To compare the duties, responsibilities and demands of a job with that of other jobs. To determine the ranks or grades of various jobs. To ensure fair and equitable wages on the basis of relative worth or value of jobs. To minimize wage discrimination based on sex, age, caste, region, religion etc.

PROCESS or FLOW CHART

Objectives of Job evaluation

Job Descriptio n
Job evaluation programme

Job Specificat ion

Wage Survey Employee classification

Principles of Job Evaluation Programme

Rate the job but not the employees. The elements should be defined clearly and properly selected and easy to understand. Concerned employees & supervisors should be educated & convinced about the programme. Secure employee co-operation by encouraging them to participate in the rating programme. Supervisors should be encouraged to participate in rating the jobs.

Example :

JOB ANALYSIS.
Job analysis is the process of a studying and collecting information relating the operation and the responsibilities of a specific job. It is a systematic exploration of the activities within a job or it is a basics technical procedure one that is used to define the duties responsibility and accountability of a job. Job analysis provide necessary input for a number of HR activities like recrutment,selection,job design,estimation job worth training and appraisal. Job analysis plays key role in designing and managing the performances apprisal system in a organization. The immidite produt of this analysis are job discription and job specification.

JOB DESCRIPTION
Job description is an organized factual statement of duties and responsibilities of a specific a job in a brief ,it should tell that what is to be done, how it is to be done, and why .it is a standard function in that it define the appropriate and authorized content of a job. The job description describe details the various aspects of a job like a task involved .the responsibility of job and and the deliverable. The following are the importance's of job description. 1] 2] 3] 4] Development of job specifications Manpower planning & recruitment Development of performer standards Oritention of new employee to words basic responsibilities & duties

JOB SPECIFICATION
Job specifications written statement of the minimum acceptable qualification knowledge skill, traits & physical & a mental characteristics that an incumbent must passes to perform the job successfully The specification performs the following headings 1] physical specification 2] mental specification 3]emotional and social specification 4]behaviral specification

JOB ANALYSIS METHOD.

1] 2] 3] 4] 5] Observation method Group interview method Questionnaires method Technical conference method Dairy method

JOB ANALYSIS PROCESS

Determination of uses of job analysis. Strategic choice in job analysis. Information collecting Information processing Job discription job specification

METHODS OF JOB EVALUTION

Job Evaluation

Analytical

Non-Analytical

Ranking Job Banding Point Method Factor Grading Comparison Method

ANALYTICAL METHODS
[A] Point- Ranking Method
The system starts with the selection of job factors, construction of degrees for each factor & assignment of points to each degree. Different factors are selected for different jobs, with differences in degrees & points. Some of the factors are skill, efforts, responsibility, job conditions, type & extent of supervision etc.. The range of score & grades is pre-determined. A given job is placed in a particular grade, depending on the number of points it scores.

ADVANTAGES OF POINT RANKING METHOD

1) The method is simple to understand & easy to administer. 2) The procedure adopted is systematic & can easily be explained to the employees. 3) The worth of each job is determined on the basis of its factors & not by job as a whole. DIS-ADVANTAGES 1) Employees may disagree with the points allotted & to factors & their degree identified. 2) Matching the range of points allotted to the respective job grades is difficult.

[B] FACTOR COMPARISON METHOD It starts with the selection of factors which are assumed to be constant for all the jobs. Each factor is ranked individually with other jobs. Then total point values are assigned to each factor.

ADVANTAGES OF FACTOR COMPARISON METHOD

1) The worth of a job is determined by adding together all the point values. 2) Jobs of unlike nature like manual, clerical & supervisory may be evaluated with the same set of factors.
DIS ADVANTAGE

1) The method is complicated & expensive.

Ranking & job classification methods comes under this method. [A] RANKING METHOD This method assesses the worth of each job on the basis of its title or its contents. But the job is not broken down into elements of factors. Each job is compared with others & its place is determined.

NON ANALYTICAL METHODS

ADVANTAGES OF RANKING METHOD 1) It is very simple method. 2) It is the most inexpensive & most expedient method. DIS ADAVANTAGE 1) Job evaluation may be subjective as the jobs are not broken into factors & it is hard to measure whole jobs.

[B] JOB GRADING METHOD In this method there is an yardstick for evaluation in the form of job classes & grades. The number of grades is first decided upon & the factors corresponding to these grades are determined. Facts about jobs are collected & are matched with the pre established grades. It requires to frame grade descriptions to cover differences in job characteristics.

 Job grades are arranged in the order of their importance in the form of a schedule. The lowest grade may cover jobs requiring greater physical work under close supervision, but carrying little responsibility. Each succeeding grade reflects to higher level of skill & responsibility, with less supervision.

ADVANTAGES OF JOB GRADING METHOD 1) It is simple & inexpensive. 2) In organizations where number of jobs is small, this method is satisfactory.
DIS ADVANTAGES 1) Job grade descriptions are vague & are not quantified. 2) Difficulty in convincing employees about the inclusion of a job in a particular grade because of vagueness. 3) More job classification schedules need to be prepared because the same schedules cannot be used for all types of jobs.

Essentials for the success of a JE programme

Avoid excessive overlapping or duplication. Be definable and measurable. Be easily understood by Employees & administrators. Not cause excessive installation or admin Be selected in legal considerations in mind. cost.

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