“Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs.”. Depending upon these characteristics job demand is of varying degrees of the various qualifications, skill, experience etc., on … Job Evaluation does not design wage structure, it helps in rationalizing the system by reducing number of separate and different rates. (ii) To eliminate wage inequities. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively. It is the process of studying and collecting information relating to operations and responsibilities of a specific job. Job evaluation is a costly and technical exercise. Then the deviation (if any) is found out that has taken place during the course of action. There are substantial differences between job factors and the factors emphasized by the human resource market. Job Evaluation determines the value of job and the value of each of the aspects of job such as skill and responsibility levels are also related and studied in connection with the job. Having a job evaluation approach that is easily understood and systematic is essential to communicating or explaining the requirements for career growth in your organization. Hence, it indicates what activities and accountability the job entails. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. The main objective of job-evaluation is to have external and internal consistency in wages structure. For example, often the question is asked: ‘Should grass-cutters (gardeners) get more than gas-cutters (welders)’? It is not compulsory To define satisfactory wage and salary differentials Job is rated before the employee is appointed to occupy None of the above The employee and the supervisor are clear about the employees goals, required outcomes or outputs, and how the success of the contributions will be assessed. Job evaluation establishes hierarchy of jobs based on their worth. So, Job evaluation is the process of determining and quantifying the value of jobs. Meaning of Job Evaluation Job evaluation : Systematic way of … The employee perfor… Your goal in employee evaluation is to motivate a high level of quality and quantity in the work that the employee produces. Job evaluation can be defined as, “the process of determining the relative worth of jobs and it provides an objective determination of the value of each job” (K.Quible, 2005). It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job. 7. Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got … There are four common methods that are used in job evaluation and these four are categorized under two types of job evaluation methods. Goal setting is an essential process to build a … Create the appropriate pay grades and pay ranges in the pay structure and along with policies and procedures setting out employee progress within the range. The objective of this process is to determine the correct rate of pay. Job Evaluation is the output provided by job Analysis. Points Rating: This is the most widely used method of job evaluation. The job description identifies the main tasks to be performed by an employee. Job evaluation is, generally, suited to large organizations where. Hence, it indicates what activities and accountability the job entails. The primary objective of job Evaluation is to find out the value of work, but this is a value which varies from time to time and from place to place under the influence of certain economic pressure. The system of job evaluation is a powerful tool in the hands of management in managing manpower. Your email address will not be published. The objective of job evaluation is to determine which jobs should get more pay than others. Rather, they prefer to go through prevailing practices. Standard means minimum acceptable qualities or results or performance or rewards regarding a particular job. Job analysis provides the information about the job and standard of each can be established using this information, Training and Development Process of BARC Bank Limited. Everyone benefits from a system which enables the pay for new and revised jobs to be settled in the same way as for existing job by preventing anomalies. When should you do a job evaluation? Goal Setting Is Integral To Systematic Evaluation. The process of evaluating a job involves systematically determining the value of a position within an organization. Another problem in establishing job hierarchy through job evaluation comes in the form of changing profile of job factors because of changes in environmental variables such as technology, social structure and processes, and international impact. Your email address will not be published. Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. 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The main purpose of any job descriptionis to outline the main duties and responsibilities that are involved in a particular job. Ensure that each job description lists pertinent accountabilities and responsibilities; revise or expand job descriptions using the information collected. The main objective of conducting job analysis is to know whether the job description and job specification which was mentioned to hire right quality of work force by the company is appropriate or not. The main features of job Evaluations are as follows: It attempts to assess jobs, not people. “The aim of the majority of systems of job evaluation is to establish, on an agreed logical basis, the relative value of different jobs in a plant/industry.” Objectives of Job Evaluation: (i) To determine equitable wage differentials between different jobs in the organisation. Basically, a company will set up a … It also helps to ensure that differences in skill and responsibility are properly recognized. According to Bureau of Labor Statistics, “Job Evaluation is the evaluation or rating of job to determine their position in job hierarchy. The point system evaluates the skill, effort, responsibility and working conditions involved in the job; here, each of these factors is subdivided into sub factors to provide standards against which each job is rated to determine its relative worth. What is Job Evaluation Job evaluation is a term which is applied to a number of distinct but related administrative methods which rank or assess the relative value of different jobs or occupations. Required fields are marked *. Job analysis also provides required information which is necessary for evaluating the worthiness of jobs. An employee evaluation is the assessment and review of a worker’s job performance. Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. Union can play a more important role in determining the relation between different levels of pay and in the joint regulation of work place conditions. Therefore, a job hierarchy, which may be workable at one point of time, may not work at another point of time. Like any other technique of human resource management, job evaluation is not free from certain shortcomings and limitations. Moreover, job evaluation helps to establish the value of different jobs in a hierarchical order which allows comparing jobs one from another. Though there are various methods developed for this purpose, these are not completely objective. Linking jobs, based on job evaluation, and wages and salaries is not completely possible because of the operation of several forces in the environment. Following are the main objectives or purposes of job analysis: An evaluation is a systematic and objective examination concerning the relevance, effectiveness, efficiency and impact of activities in the light of specified objectives. This establishes the relative worth of a job in relation to the value of other jobs in the workplace. Job analysis is a process which determines the duties and skill requirements of a job. Review the choices of job evaluation methods such as job ranking, classification, factor comparison and point factor analysis and select the method most appropriate to meet the organization’s needs. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. The main objective of job evaluation is to determine relative worth of different jobs in an organisation to serve as a basis for developing equitable salary structure. As a result, job evaluation systems are becoming more intuitive. Use this learning aid as a resource for employees to effectively develop, introduce or update job evaluations. The problems identified above indicate that suitable safeguards should be provided while undertaking job evaluation to make it more productive. What is the main objective of job evaluation? It differentiates one job from another by introducing unique characteristics of each job. Job hierarchy created through job evaluation may create human problems in an organization particularly if it has been taken for the first time and results into fundamental differences as compared to the existing system. Job analysis is the process of studying and collecting information relating to operations and responsibilities of a specific job. Employees benefit because job evaluation provides an agreed framework for setting questions affecting jobs and so helps to prevent arbitrary decisions. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Job evaluation … Following are the main objectives or purposes of job analysis: A job description is a job profile which describes the contents, environment, and condition of jobs. Objectives of Performance Appraisal The main objective of performance appraisals is to measure and improve the performance of employees and increase their future potential and value to the company. 1. In the words of Maurice B. Cumming, “Job Evaluation is a technique of assessing the worth of a job in comparison with all other jobs throughout an organisation”. Evaluation. Some of the main objectives of job-evaluation are as follows: 1. These are of the following types: The existence of various problems in job evaluation does not mean that it should not be undertaken. Job evaluation aims to provide this equity and consistency by defining the relative worth of different jobs in an organization. Payment of high wages and salaries to persons who hold jobs and positions not requiring great skill, effort and responsibility; Paying beginners less than that they are entitled to receive in terms of what is required of them; Giving a raise to persons whose performance does not justify the raise; Deciding rates of pay on the basis of seniority rather than ability; Payment of widely varied wages and salaries for the same or closely related jobs and positions; and. Work simplification means dividing the job into small parts i.e. The main features of job Evaluations are as follows: The basic objective of job evaluation is to determine the relative contributions that the performance of different jobs makes towards the realization of organizational objectives. Job Evaluation is the output provided by job Analysis. d) None of the above . Evaluate each position utilizing the chosen method and link the ranked job to the organization’s existing compensation system or to a newly developed pay structure. The main objective of job-evaluation is to have external and internal consistency in wages structure. Classification method. Therefore, many organizations do not prefer to take it in a formal way. 2. This basic objective of job evaluation serves a number of purposes which may be grouped into three categories: wage and salary fixation, restructuring job hierarchy and overcoming anomalies. Objectives of Job Analysis Job analysis is a process which determines the duties and skill requirements of a job. Periodically review the job evaluation system itself, developing procedures for evaluating and modifying the system and the resulting compensation decisions. The aim of job evaluation is to establish, on agreed logical basis, the relative values of different jobs, it aims at determining the relative worth of a job. The main objective of job evaluation as was stated earlier is to establish from INDUSTRIAL 001 at International School of Business Management It is prepared on the basis of data collected through job analysis. 2. Under this method, jobs are … A job is defined as a collection of duties and responsibilities which are given together to an individual employee. Specialization For the reason, division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them. Job evaluations can be used to help to attract desirable job candidates and retain high performance employees due to fair and equitable pay scales. In such a situation, job evaluation may face resistance from the employees. The process can ensure that an organization’s pay system is equitable, understandable, legally defensible, and externally competitive. What Makes a Successful Business Website? Most companies have an employee evaluation system wherein employees are evaluated on a regular basis (often once a year). Unions benefit from a greater sense of fairness and reasons in pay matters. Gather information on each job within the organization. It claims the following points to its credit. Multiple choice questions are mostly used in the objective section of tests and/or exams. In fact, this should be undertaken. Edwin B. Flippo defines. Job specification is another notable objective of job analysis. According to Scott, Clothier and Spriegel, “Job Evaluation or job rating is the operation of evaluating a particular job in relation to other jobs either within or outside the organisation.”, In the words of Dale Yoder, “Job Evaluation is a practice which seeks to provide a degree of objectivity in measuring the comparative value of jobs within an organisation and among similar organisations.”, In the words of John A. Shubin, “Job Evaluation is a systematic procedure for measuring the relative value and importance of an occupation on the basis of their common factor (skill, training, efforts) for the purpose of determining wages and salary differentials.”. The primary objective of job Evaluation is to find out the value of work, but this is a value which varies from time to time and from place to place under the influence of certain economic pressure. Performance evaluation is a tool that helps managers align individual performance with organizational goals and objectives. When should you do a job evaluation? Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. Often it has been observed that these external factors change with the time, e.g., previously, engineers were the highest earners but now the sequence is followed by medicos, MBAs and now information technology professionals in ascending order through over the period of time, their job factors have remained the same. The aims of Job analysis is to always ascertain and record the job-related information of the employment measures like training, selection, payment, and performance assessment. Every job has its own characteristics. Hence, it … Job Evaluation – Meaning, Definition, Objectives and Process, Practical Problems in Using Job Evaluation Technique, Concepts of Job Description and Job Specification, Personnel Administration Data Systems (PADS). 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