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.


 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.  Inequalities in wages and salaries on the basis of race. Objectives .  Giving hike to inefficient workers.  Paying more wages and salaries on the basis of seniority rather than their ability. religion or political differences. sex.

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

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

Job evaluation is mainly to evaluate managers. It’s a very conventional method which doesn’t have acceptance everywhere. Limitation of Job Evaluation .     Its has very less amount of flexibility to work in changing environment. Some times it fluctuates due to changes in production. It takes a long time to execute due to financial constraint.

 s Methods: Ranking System .Demerits  It is very simple quick and inexpensive.

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