This is to certify that (Name) PREETAM KOTHARI student of S.

Y BMS (Roll No) from College has done his 4th semester project in PRODUCTIVITY & QUALITY MANAGEMENT. The project work entitled JOB EVALUATION. Embodies the original work done by PREETAM KOTHARI during the 4th semester project period.


Head of Department

. I had tried to make the project possible and desirable as he needed. I am thankful to all of them for guiding me in correct way to make my project comparitable. INTRODUCTION . He is the one who provided me continues source of information under his great guidelines and support.ACKNOWLEDGEMENT It s great opportunity to acknowledge the Prof.

Establish a rational. however. A key benefit of market pricing is its emphasis on external competitiveness. such as slottingis needed to supplement a market pricing approach to the valuation of work. including federal laws and regulations on equal pay and state/provincial or local ordinances on comparable worth.Job evaluation is a formal process for determining the relative value of jobs based on job content. a big drawback is insufficient and/or unreliable market data for all the jobs in the organization. with emphasis on such factors as skill. Another is utilityall jobs can be evaluated based on content. Organizations use job evaluation to: y Ensure compliance with legal requirements. importance and/or other factors (with or without reference to market valuation). effort. A key benefit of job content evaluation is internal consistency. consistent job structure based on value to the organization in terms of each job's complexity. However. Solutions include pay setting . market sensitivity is sometimes a problem with job evaluation. Job evaluation may contrast with or complement market pricing. Help provide a basis for pay-for-performance. responsibility and working conditions. y y y Contrary to popular belief. Accordingly. which uses the labor market to set the worth of jobs. Assist in establishing pay rates and structures that are competitive. job evaluation in some formeven a simple one. some job evaluation systems are intrinsically linked to or validated by the market.

moderately complex (regression analysis used to weight factors in the FES or other point-factor systems) or very simple (using the paired comparison technique to rank-order the benchmarks against which all other jobs in the organization are slotted). or one of its many clones) or very simple (ranking one whole job against another). The process for evaluating each job may be very complex and time-consuming (for example. FES. Likewise.flexibility for new hires and special pay programs. 2 of the PAQ). often called "market rates" or "special rates. PAQ). Definition . the job evaluation system itself may be technically complex and hard to explain (factor analysis used to empirically derive the job dimensions and standard equation no. the evaluator determines the relative value of job content by applying a job evaluation system. Work analysis in the content evaluation approach takes longer and is more involved in most cases. In the job content evaluation approach to valuing work." The market and content approaches to the valuation of work both require work analysis. Work analysis for the market pricing approach is relatively quick and elementary. moderately complex (assessing job elements against evaluation factors using the Factor Evaluation System. rating the job on 187 items of the Position Analysis Questionnaire.

In addition to determining a level or grade at the time of evaluation the position tittle job code and exempt/non exempt status are determined . wages can be decided . Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. Employees should submit a job description so that human resources can assign the appropriate level or grade . Decide the placement and the department to work. once a new or revised job description is submitted to human resources . The job evaluation process should be conducted for either a position that is newly created or for one that currently exists . 2. 3. not the person doing it. Decide the relative pay scale on the basis of point of weightages. Human resource department conducts job evaluation in order to establish the levels or grade . Decide the weightages of the job.Job evaluation is the process of systematically determining a relative internal value of a job in an organization. Aim and objectives Job evaluation is used to assess perfectly the importance of each job 1. In all cases the idea is to evaluate the job. Steps in job evaluation .

The standard steps in job evaluation include: y Introduce the concept of job evaluation. y Use the selected job evaluation method to rank jobs hierarchically or in groups. y Implement the job evaluation and compensation systems. y Periodically review your job evaluation system and the resulting compensation decisions. y Obtain management approval for the evaluation. y Link the ranked jobs with your compensation system or develop a new system. Principles of Job evaluation . y Gather information on all internal jobs. y Train the job evaluation selection team. y Review and select the job evaluation method. y Use information to fully expand job descriptions.

To do this there are certain requirements which must be met : o An understanding of the job must be achieved. o Common criteria are needed to assess the job content. Judgments must be made about the size of each job. It is therefore a process of judgment. .Job evaluation is not scientific it cannot be since there is no way of scientifically measuring jobs. ensuring they are as objectives and justifiable as possible. The key to such success lies in guiding the judgment made about jobs within a process which is systematic and minimizes the subjectivity of the results. o A common scale of measurement is required against which to make judgments. The correctness of the results it provides can only be assessed in terms of their acceptability to the vast majority of people to whom they apply. o Cross-checks are needed to ensure that the judgments are sound.

The modern trend appears to be away from complex PFA schemes towards factor classification methods. This puts more responsibility in the hands of whoever is doing the evaluation. Job classification Job classification can be at the whole job or factor level.Job Evaluation policy Job evaluation is the process of creating a hierarchy that establishes the worth of each job to the organization and typically is based on the job's content (such as the skills needed. Thus. Each factor (or the whole job) is a single question that has very clearly defined levels. . job duties. a job evaluation is not the same as setting pay rates or measuring an employee's performance. and working conditions) or its external market value and not on the abilities of the individual performing the job. it has fewer but more complex questions requiring more job analysis from whoever is answering the questionnaire. Compared to an equivalent PFA scheme classification.

Create a team:To promote widespread support. create a cross-functional team to work on job evaluation. Train team members in the requirements of the Fair Labor Standards Act and any other best practices for selecting a job evaluation method for your organization. This helps employees feel a sense of ownership from the results of the job evaluation results. approach job evaluation from an organizational development perspective. The team should represent various levels and jobs within your organization Select the job evaluation method:The team can work together to evaluate and select a job evaluation method. To help employees accept and understand your job evaluation system. Employees might worry about losing their jobs. and pay might be decreased after job comparisons and evaluations are completed. understanding.Implement job evaluation The concept of job evaluation often can be intimidating to employees in an established organization. Communicate with employees:During the implementation of job evaluation. and acceptance across your organization. . regularly communicate with employees throughout the process.

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