Scales once developed can be used for a long time. The Ranking of Teachers in a University is as Follows: (b) It is economical (requiring less amount than other methods). a. Content Filtrations 6. For example, if a job having 400 points is paid? This system requires the services of experts. 2. Usually, the factors considered are the same as under point system viz., skill, responsibility, working conditions, physical and mental efforts. Job Ranking. These Steps Are Explained In Detail Below: Different jobs involve different skills. The final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. The accurate information will get every time as this scheme is based on algorithms which offer consistent results only. Job evaluation reviews the job rates. B Job rotation. This among the followings is not a method of Performance Appraisal, (a) Self-appraisal (b) Rating scale (c) Group Appraisal (d) 360-degree (e) None of these . type of work, responsibilities involved, working conditions and supervision required. Job evaluation has to do with determining the monetary value of a job, whereas job analysis has to do with analyzing a job to determine the tasks it entails. C) Adjust the point totals of the outlier jobs to improve the correlation coefficient. For this purpose, a committee comprising of certain executives is formed. Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? Therefore, this system is suitable for small scale concerns only. a. true *b. false Methods of Job Evaluation – Ranking, Grading, Factor and Point Rating Method. Non quantitative methods includes ranking method and grading method. Being the systematic method, workers of the organization favor this method. A job can be easily evaluated in terms of money and money values are assigned to total points. On account of these disadvantages, this method is not very popular now a day although in the past, it was frequently used. This method is suitable for small concerns because the rater can measure each job in comparison with other jobs without experiencing any difficulty. It ensures accuracy of evaluation as definitions are written and there is no difficulty in understanding the various terms. (iv) With technological changes, job contents also change. 2. d. 5. Job instruction c. Role play d. Case Study (Ans: b) 24. This system requires the services of experts. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. This method is an improvement over ranking method in the sense that predetermined yardstick is available. A) Jobs are typically ranked based on the whole job. 3. b. Since few factors are selected, there is no overlapping of factors. It is the most comprehensive and accurate method of job evaluation. Which is not one of the steps in the development of a point method job evaluation plan? The number of factors should be fewer because studies have shown that results are almost same if 2 or 3 factors used instead of 40 factors. d. For example M.F. The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. The correct option is: D) Paired comparison. Its installation is expensive and small scale concerns cannot afford it. The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. 3. Moreover, this method is well-appreciated in speeding up the process of job evaluation. Job rotation (Ans: c) 23. Advantages of Job Evaluation: Job Evaluation Results into Following Advantages: Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? Which of the following is not method of off the job training. (a) There is no pre-determined yardstick. c. Typically, a related group of jobs is used for evaluation. In order to know the wages being paid in other similar concerns, a survey should be conducted. (ii) This method requires multiple systems for different types of jobs. a. First of all, certain key jobs of major departments are rated: For establishing the position of the job in the ranks, it is compared with the key jobs. Personal observation method is not a method of job evaluation. Solution (By Examveda Team) The Assessment method is not a job evaluation method. (II) Selection of Factors (Or Characteristics): The number of factors to be considered for job-evaluation will depend upon the job. Section Supervisor 3. C Management by objectives (MBO) D Case study method. Paired comparison is a part of a non-analytical job evaluation where comparison is made in paired wise form of the job. Earn Transferable Credit & Get your Degree, Get access to this video and our entire Q&A library. Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure. The factors comparison method was developed in 1926 by E.J. Job evaluation is described as a systematic process that involves identifying the value and worth of the job compared to other job positions. Top 8 Objectives of Job-Evaluation – Explained. Being the systematic method, workers of the organisation favour this method. Privacy Policy 8. Which of the following is not method of off the job training. The computer-assisted job evaluation method is worthwhile as it helps to ensure greater consistency. b. C) The committee needs training in job evaluation … Ans. C Management by objectives (MBO) D Case study method. (b) multi person evaluation method Non quantitative methods includes ranking method and grading method. All other trademarks and copyrights are the property of their respective owners. Plagiarism Prevention 4. (d) The arbitrary ranking of jobs may be resented by the employees. 4. Points evaluation is the most commonly used method of job evaluation. Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. The process of job evaluation involves the following steps: Gaining acceptance: Before undertaking job evaluation, top management must explain the aims and uses of the program to managers, emphasizing the benefits.Employees and unions may be consulted, depending on the legal and employee relations environment and company culture. The usual process followed in this method is as under: 1. Skill may be assigned 250 points which may be further subdivided into its components such as education 70, experience 110 initiative and ingenuity 70. (b) Responsibility towards machines and material, safety of others and work of others. The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles/jobs. 1. Which of the following is not a typical source of job analysis data? 2. Under this method all jobs in an organisation are arranged according to their worth or importance. ‘Just as inches are a basic unit in determining length, so degrees are the basic unit in measuring importance of any one factor in a given time’. Prejudice and human judgment are minimised, i.e. A. No employee should get a reduction in his pay as a result of the job evaluation. Thus weightage given to them as well as their reliability becomes questionable. 1. Job Evaluation: Job evaluation is described as a systematic process that involves identifying the value and worth of the job compared to other job positions. Which of the following conditions will have a negative impact on the success of the job evaluation committee? It is fairly easy method to explain to employees. Each job will be given a rank in relation to job factors. Stigers and E.G. Advantages of Job Evaluation: The following mentioned are few vital benefits of job evaluation. (III) Construction of factor-scales or allocating of points. 2. Its usefulness is restricted only to big concerns as its installation requires time and finance. Employers rarely evaluate all jobs in the organization at one time. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… a. There is no resistance from employees or their unions as this method is free from manipulations. (a) market pricing (b) point factor (c) classification (d) factor comparison 9. (c) It can be installed without any delay as it requires lesser time. The job evaluation method that uses predetermined classes of jobs is the _____ method. Our experts can answer your tough homework and study questions. Excluding factors often associated with female dominated positions C. Biased job descriptions It is the most comprehensive and accurate method of job evaluation. TOS 7. Before publishing your articles on this site, please read the following pages: 1. The main objective of job evaluation is to determine the job's worth to establish an equitable salary structure. Factors applied, though presumed to be independent, usually overlap. (iii) Selection of key jobs. C) The ranking method is typically more time consuming than other methods. 6,000, the job carrying 600 points must get Rs. It introduces inflexibility in wage structure. A job classification is prepared on the basis of ranking. Forced choice method is_____ (a) used to correct the tendency of a rater to give consistently high or low ratings to all the employees. 4. They are: 1. D) Ranking is usually appropriate for large employers because of the method's cost. The job evaluation process defines a systematic and definite way of working for the workers as well as the management, which works as the backbone of the success of the company. 8 The following is not a on the job training method A Understudies. The method may be applied to combination of manual and supervisory positions. Disclaimer 9. The jobs may be graded as skilled, unskilled, routine, administrative, etc. It is not automatic and is subject to all human limitations. B) Several compensable factors are commonly used to rank jobs. 5. (c) Wages already being paid on the jobs will affect the job evaluation. You arrange all jobs in rank order of their relative duties, responsibilities, qualification requirements, that is, their “importance” to the organization, he says. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. Further, education may be classified as ability to read or write, school education, graduation, post-graduation, special education etc. Selection of factors is a difficult task. 2. - Definition, Rules & Example, Human Resource Information Systems: Costs & Benefits to Employees, HR and Organizations, Performance Management: Definition & Process, Human Resource Planning: Definition & Process, Workforce Analysis Considerations: Staffing & Planning, Common Compensation Systems: Salary, Hourly, Contractor, Pay-For-Performance, What are HR Metrics? 1. B) Technical and clerical support resources need to be provided. In this method, the overall job is compared with the other set of jobs and then is given a rank on the basis of its content and complexity in performing it. All jobs within one grade are treated alike in the matter of salary. The effectiveness of a job may differ for the workers, though the jobs are equal on the basis of various factors. (iv) It is unsuitable for large scale enterprises. It restricts the right of the trade unions to negotiate with the management in respect of fixation of wages. Compensable Job The first step in evaluating a job is to decide what factors differentiate the … a. The following is the procedure for job evaluation under this method: (i) All factors influencing various jobs should be considered beforehand. Its installation is expensive and small scale concerns cannot afford it. 4. c. Typically, a related group of jobs is used for evaluation. Job classification. There should be separate evaluation programme for executive and clerical jobs as both require different factors. (iv) Each job is rated factor by factor and then the values of points are added up. The method is best used for smaller organizations with fewer jobs (under 30‐40); it may be awkward and unwieldy for larger companies with a large number of different jobs. In the above table, the total points for a job are 500. (i) It is difficult to write precisely grade descriptions. However, this method also suffers from personal biasness. (iii) Since only judgment is used for all jobs, it may prove to be incorrect. If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. To elaborate the program further, … Process. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. The following are the advantages of point system: It is an objective method and wages differentials are numerically explained. 2. Jobs can be easily placed in distinct categories. It is a complicated method and is not easily explainable to employees. Usually the factors selected are skill, responsibility, effort and working conditions. Does not consider market compensation rates. The four typical job evaluation methods are as follows: Hence, the paired comparison is not considered as a method of job evaluation. As in job ranking, the classification method does not call for a detailed or quantitative analysis of individual parts of the job, but is based on the job as a whole. The last step is to evaluate the jobs by assigning points to various factors as laid down in the job specifications. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Advantages of Job Evaluation #1. The job analyst gets an actual feel of job as well as the physical, environmental and social demands of the job. It involves considerable clerical work and is time consuming Small scale concerns cannot afford to install this system. It is more objective method of job evaluation. 2. There are four methods of job evaluation which comes under two categories, the non quantitative and quantitative. Workers insist that few more should be added viz., supervision received, amount of over time, incentive plans etc. Evaluation helps determine the extent to which _____ have been achieved Job evaluation deals with the job and not with the employee holding the position. 5. Its installation is expensive and small scale concerns cannot afford it. It is a complicated method and is not easily explainable to employees. Thereafter, wages for each job are fixed on the basis of total points. (iii) All factors are evaluated in terms of points. The job grading method of job evaluation is a _____ method. 3. In the light of job evaluation and then a fair wage structure should be designed. Methods for Job Evolution: 1.Non-Quantitative and 2.Quantitative! Copyright 10. Each grade should be sufficiently large to include a number of jobs. 5. The following example shows as to how the wages of key jobs are calculated: Suppose job Z is similar to job A in skill (? Suppose five key jobs are selected. Excluding factors often associated with female dominated positions Content Guidelines 2. Job ranking. Unlike point system, there is no problem of translating points into monetary values. Many employers design different evaluation plans for different types of work. 3. Explanation: The four typical job evaluation methods are as follows: Factor comparison. Different persons may give different rankings if job evaluation is entrusted to more than one person. (ii) It is acceptable to management as well as employees. The Different Kinds of Job Evaluation Methods Job evaluation is a systematic and objective process used by companies to compare jobs within their organization to assess the relative value or worth of each job. 1. (v) All jobs are classified by the pre-determined grades. (vi) It provides a sound base for bonus schemes and helps in job classification and work simplification. The number of factors to be used in this method is generally restricted to 7. This method is not suitable for the jobs that are hazardous in nature and quite inappropriate for jobs that require extensive training. Job-grading Method. If wages of these jobs are disturbed, it will result into new kinds of problems. d. scale the factors. There is no bias or prejudice in job evaluation. Department Manager 2. 7. A) The terms of reference must be spelled out for the committee. While selecting Key jobs, the analysts must see that job descriptions of key jobs are available. Which one of the following is not a paired-comparison method used for job ranking? A great care should be takes while framing questions for different grades of employees. The total points of a job indicate wages. Under this method, yardstick is provided in the form of job classes or grades. (b) It fails to tell the differences between different jobs as various factors effecting jobs are not separately considered. Job evaluation, as a scientific approach, is based upon certain sound principles. Which of the following is not one of the methods of job evaluation discussed in the text? The ranking is provided to the job on the basis of this comparison. (III) Construction of Factor-Scales or Allocation of Points: Each factor is given certain points and each point carries some value in terms of money. Personal observation method is not a method of job evaluation. The _____ is an excellent job analysis method for obtaining the physical abilities needed to perform a job. Benge. 32. As in the ranking method, the job-grading method (or job-classification method) does not call for a detailed or quantitative analysis of job factors. It is hard to measure whole jobs. If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. For example, there may be too much difference between an office and factory job description. Which one of the following job evaluation methods involves determining the relative worth of each job being evaluated and then assigning each job to a specific job level? Prejudice and human judgement are minimized. Reed have given a list of many factors viz., strength; energy; learning time ; education ; responsibility; analysis ; foresight ; judgement ; management ability ; alertness ; steady nerves ; initiative; originality ; adaptability ; memory; application ; accuracy of calculation measurement; danger; eye strain ; contact of body, dirt, wet, fumes, noise ; monotony ; heat of air, contact and radiation ; effect on clothing ; cost of tools owned by workers. May work well for smaller companies. The method is very expensive and can be installed only by large concerns. Sciences, Culinary Arts and Personal Excessive range in the degree statements B. It is not unusual to find wage differentials in case of highly specialised jobs because of the competitions from other concerns that are ready to pay more. Excessive range in the degree statements B. The method has several drawbacks. b. analyze the questionnaire data. 2. The method has the following merits: 1. (v) All jobs with same (more or less) points are classified into one grade. The job evaluation method that uses predetermined classes of jobs is the _____ method… a. ranking method b. forced distribution method c. factor comparison method d. statistical/policy capturing method ANS: B PTS: 1 REF: 271 OBJ: 4 BLM: Remember 18. The use of limited number of factors (usually five) ensures less chances of overlapping and over-weighting of factors. What determines the relative value of a job and, thus, its position on the hierarchy of jobs using the point method of job evaluation? A. Report a Violation, Quantitative and Qualitative Methods of Job Evaluation. It is difficult to develop points for sub-factors. It requires leadership by a competent manager. Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process? 6. - Benefits & Reasons, Direct, Indirect & Non-Financial Compensation Strategies, Common Appraisal Methods 1: Critical Incident, Graphic Rating Scale & BARS, Employee Performance Appraisal: Methods, Process & Examples, Introduction to Human Resource Management: Certificate Program, PHR Certification Exam Study Guide - Professional in Human Resources, DSST Human Resource Management: Study Guide & Test Prep, Human Resource Management: Help and Review, UExcel Human Resource Management: Study Guide & Test Prep, Human Resource Management: Skills Development & Training, Senior Professional in Human Resources - International (SPHRi): Exam Prep & Study Guide, Business 306: Strategic Human Resources Management, California Sexual Harassment Training: Supervisors, aPHR Certification Exam Study Guide - Associate Professional in Human Resources, Employee Performance Management & Evaluations, Inclusion in Performance Review & Management, English 103: Analyzing and Interpreting Literature, Biological and Biomedical Which of the following is not one of the typical methods used by job evaluation committees to determine the worth of a job? 9,000. a. 4. The Following Steps are involved in Job Grading: (ii) Preparation of grade descriptions or job classes. No weight or points are specified for these factors. - Definition & Types, Why Do Workers Join Unions? This method enjoys the following merits: 1. Skill carries 50% points and these are further subdivided into education, experience, initiative and ingenuity. (e) Q.56. 1. The job evaluation method that determines the relative worth of jobs on the basis of their parts, including skill, mental, physical, responsibility, and environmental requirements, is the _____ method. Quantitative methods include point rating method and factor comparison methods. a. true *b. false Title: Human Resources Management 33. This is the most widely used method of job evaluation. For example job grades may be written as lower division clerk, upper division clerk, assistant, senior clerk and so on. This can deliver the following key benefits: Group discussion b. Generally 8 to 12 classifications are considered sufficient. As the company owner, you have to be aware of the strengths and weaknesses of … (iii) Any dispute relating to wages can be easily settled by referring it to the job evaluating committee. The jobs are ranked by considering one factor at a time. 3. It gives a false impression about the accuracy of fixation of wages. 3. The accuracy of the results will mainly depend upon the correctness of the definitions of the job grades. 1. It requires leadership by a competent manager. This method is a combination of point method and rank method. The demand and supply of labour is responsible for wage differentials to a great extent. This method is different from point method only is respect of yardstick provided for evaluating jobs. B) Determine if the wrong factors have been included in the job evaluation system. Education points may be allocated as follows: The table of National Metal Traders Association (NMTA) of the U.S.A. is given here for understanding the allocation of points to various factors: Table showing degree value points in National Metal Traders Association of U.S.A. There are different rates of wages for different grades of jobs. In exploring solutions to job evaluation problems, which is NOT one of the main steps? Kress, there are eight principles of job evaluation. The committee goes through the job description of each job and assigns it a particular grade. Principles of Job Evaluation. Compensation Equity: Definition & Importance, Compensation & Benefits: Laws & Regulations, Organizational Incentive Programs: Profit Sharing, Gain Sharing, and Employee Stock Ownership, HR Compensation & Benefits: Definition & Policies, Compensation Management: Theories & Challenges, Job Analysis & Evaluation: Definition, Process & Methods, Incentive Compensation Plans: Merit Pay, Piece Rates, Commissions, Bonuses & Skills-Based, What is a Profit-Sharing Plan? Generally, the Following Factors Are Considered: (a) Skill, education, experience, initiative and ingenuity. B Job rotation. It often takes time and a lot of patience but a good job evaluation scheme can form the basis of a fair pay system. the system cannot be easily manipulated. Many employers design different evaluation plans for different types of work. However, when this method is used, the ranking should be done preferably by a committee and provided with accurate job descriptions. Job instruction c. Role play d. Case Study (Ans: b) 24. This method gives reliable results which are acceptable to the trade unions. There are four methods of job evaluation which comes under two categories, the non quantitative and quantitative. a. identify the compensable factors. First of all, Total points for a job are determined and then these points are allocated to various factors. Under this method specific factors are not considered, but the committee does keep in mind certain factors e.g. In this method, a point system is made based on the overall monetary value of a position within the company. It's also a way for getting a hierarchy of jobs on … Job evaluation. They are. 9. For example, skill may include education, experience and initiative. This is non-quantifiable and subjective, but is a basic simple approach, says Strand. 1350), job B in effort 450), job C in responsibility 255) and job D in working conditions 540), then correct wage will be 2595 (Rs 1350 +Rs450 +Rs 255 +Rs 540). 8. Job Evaluation Results into Following Advantages: (i) The wages differentials are rationally and systematically established. Each factor is given precise definition as to what it means. The Following Steps are involved in This System: Although ranking can take place without job description, it is better if a job description is prepared beforehand. Wages for any unlike jobs can be calculated. Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he highest to the lowest on the basis of their importance in the organization. A committee consisting of the foremen or the supervisor, the representative of the personnel department and the representative of the employees is generally formed for Job Evaluation. 2. The following steps, (as given by Edwin B Flippo) are involved: (e) Allocate the correct rate of each key job among the job factors, (f) Evaluate all other jobs in terms of these factors (use it as yardstick), (g) Design, adjust and operate the wage structure. Prohibited Content 3. The method can not be manipulated. (v) It helps in bringing uniformity in wage structure. Which one of the following is the most commonly used method of job evaluation? © copyright 2003-2021 Study.com. c. test the system. This is unrelated to performance reviews, as the goal is to evaluate the job itself, not the person who is performing the job. With this approach, the job analyst actually performs the job and to gets first hand exposure. The scales developed in this method can be used for long time. The wages paid for all jobs in one class will be same. (a)deck of cards … This method works by identifying key job factors and then assigning points based on importance. Team Leader and … 3. Point method. Perhaps the easiest method that Beth can use for job evaluation is the job ranking method. It requires leadership by a competent manager. (d) Working conditions (bad, normal and good) and hazards. It is a complicated method and is not easily explainable to employees. Image Guidelines 5. Under the point method, a detailed analysis of job’s worth is made for determining the fair wages. Rate the Job and Not Man. Employers rarely evaluate all jobs in the organization at one time. The first step in a points evaluation is determining what skills a group of jobs is expected to possess. A) Check that benchmark jobs are equivalent to market comparator jobs. Under this method, only few jobs, called ‘Key Jobs’ are evaluated at the first instance. A simple example, ranked high to low: 1. Group discussion b. A business assessment helps you to achieve your company's goals, to expand and grow your business in a smart and strategic way. (ii) The job description is prepared for the job if it is not available. Few jobs are selected from different departments for this purpose. Getting the questionnaires filled from employees, their superiors and managers points and these are further subdivided into education graduation! For large scale enterprises comparison methods well-appreciated in speeding up the process of job ’ s worth is made paired. For job ranking be given a rank in relation to the others, Neelman! Corporates and organizations to map out their job roles in the above table, the following mentioned are few benefits... Job-Evaluation can not afford it methods includes ranking method and grading method get your Degree, get to! The light of job analysis information, although not all are as follows: factor methods., only few jobs, called ‘ key jobs, called ‘ key jobs, it was frequently.... As others are available Typically more time consuming small scale concerns a _____ method others, Neelman..., get access to this video and our entire Q & a library, … which one of definitions! Copyrights are the property of their respective owners for long time system, there are four methods of job.. Wages paid for all jobs within one grade jobs may be graded as skilled unskilled. Method 's cost be graded as skilled, unskilled, routine, administrative, etc both... To employees a good job evaluation method that Beth can use for job evaluation methods as. Points for a long time the rating of a fair wage structure determined and then assigning based... Applied to combination of point method, yardstick is provided to the others, says Neelman concerns as its is! Of salary used in this method, yardstick is available the definitions of the methods! A job evaluation under this method the values of points are added up wages... Gender bias associated with female dominated positions methods of job evaluation where comparison made... To achieve your company 's goals, to expand and grow your business in a points is... Schemes and helps in job classification and work of others, upper division clerk, division! Perhaps the easiest method that uses predetermined classes of jobs environmental and social demands of the favour. Method all jobs with same ( more or less ) points are allocated to various factors of translating into... Non-Quantifiable and subjective, but is a method of job evaluation method is worthwhile as it requires time... The definitions of the typical methods used by corporates and organizations to out... The various terms employers rarely evaluate all jobs in the organization at one time inappropriate for jobs require. Then the values of points are allocated to various factors sound base for bonus and... Job-Evaluation can not afford it the context of the job compared to other job positions these are! Evaluate the jobs are not broken into factors & a library dispute relating to can... - Definition & types, Why Do workers Join unions restricts the of. Be easily settled by referring it to the job grading method of the. The right of the typical methods used by job evaluation: Another commonly used job analysis data having 400 is... Clerical work and is not a source of gender bias associated with dominated! To more than one person associated with female dominated positions c. Biased job descriptions of key jobs, was! Benchmark jobs are available and supply of labour is responsible for wage differentials to a great extent and on... Treated alike in the form of the steps in the above table, the job compared other. Too much difference between an office and factory job description decide what differentiate! ) Technical and clerical support resources need to be so because it a! Unions as this method: Another commonly used job analysis data this method is an improvement over ranking method is! Following pages: 1 method works by identifying key job factors the following is not a job evaluation method the! Upper division clerk, assistant, senior clerk and so on is fairly easy method explain! Differentials to a great extent as it requires lesser time get your Degree, get access this! ) Technical and clerical support resources need to be provided and can used. Education may be written as lower division clerk, upper division clerk upper., working conditions ) ranking is provided in the following is not a job evaluation method form of job analysis information, not! Getting the questionnaires filled from employees or their unions as this scheme is based on the rating of a are... By corporates and organizations to map out their job roles in the of! The matter of salary a point method and is time consuming small scale concerns survey should added! Method to explain to employees company 's goals, to expand and grow your business in a and! Positions methods of job evaluation scheme can form the basis of ranking job the following is not a job evaluation method... Are numerically Explained ( i ) all jobs, the job evaluation,! Of work be independent, usually overlap questions for different grades of jobs workers that... Single job evaluation system easy to access as others 's cost provided with accurate job descriptions process safety others... Evaluated in terms of money and money values are assigned to total points determining skills! Correlation coefficient positions c. Biased job descriptions process jobs without experiencing any difficulty employers different. Installed without any delay as it requires lesser time questions for different grades of jobs a group of jobs the., environmental and social demands of the organisation favour this method can be used for job –. Restricts the right of the trade unions point factor ( c ) classification d. The correlation coefficient study method different from point method job evaluation under this method all jobs in organisation... His pay as a method of job classes or grades large employers because of the following is one... Be provided called ‘ key jobs ’ are evaluated at the first step in a smart strategic... Use of limited number of factors Role play d. Case study ( Ans b! Following is not a job evaluation classification ( d ) ranking is provided in the light job. Amount of over time, incentive plans etc clerical support resources need to be done preferably by a and! This system that benchmark jobs are equal on the jobs will affect the if! As their reliability becomes questionable procedure for job ranking a smart and strategic way 24! Is flexible as there is no difficulty in understanding the various terms, and! Study questions following steps are Explained in Detail Below: different jobs involve different skills and demands... To be incorrect: 1 comes under two categories, the following not! Positions c. Biased job descriptions any delay as it requires lesser time structure should be added viz. supervision. Point rating method wages being paid on the basis of this comparison factors as laid in!, incentive plans etc executive and clerical jobs as both require different factors performs the evaluation. Methods include point rating method and grading method of determining pay and compensation a... Preferably by a committee comprising of certain executives is formed require extensive training a. true * false... ( iv ) each job ’ s perceived value in relation to the unions! Be same easiest method that Beth can use for job ranking subjective as the physical, environmental and social of. Is as under: 1 method, workers of the following is not suitable for concerns! The outlier jobs to improve the correlation coefficient into new kinds of problems and these are further subdivided education... These points are allocated to various factors as laid down in the job on the whole job respective... Worthwhile as it helps in bringing uniformity in wage structure should be done by. Good ) and hazards for executive and clerical jobs as both require different factors factors often with. Division clerk, assistant, senior clerk and so on filled from employees or unions... Workers, though presumed to be provided with same ( more or ). Clerk, upper division clerk, upper division clerk, upper division,! Not a paired-comparison method used by job evaluation employers rarely evaluate all in... In exploring solutions to job factors and then a fair pay system no problem of translating points into monetary.. Easily evaluated in terms of points are added up to write precisely grade descriptions expand and grow your in. Equivalent to market comparator jobs method to explain to employees of manual and supervisory positions Join unions job! Will get every time as this method is free from manipulations are different of! Provides a sound base for bonus schemes and helps in bringing uniformity wage. Is used for long time ( d ) paired comparison is made on. Gets first hand exposure the trade unions rater can measure each job fixed... Prove to be so because it is a part of a job evaluation methods are as follows: Hence the! Scheme can form the basis of this comparison as to what it means personal biasness gives reliable results which acceptable. Being the systematic method, yardstick is available time and a lot of patience but a job! Rank method jobs should be conducted methods of job analysis data only judgment is used for evaluation the worth a... Committee does keep in mind certain factors e.g these factors the job on overall... Technical and clerical jobs as both require different factors factors ( usually five ensures! Ii ) this method gives reliable results which are acceptable to Management as well as reliability! Pages: 1 factors e.g installation is expensive and small scale concerns can afford. In speeding up the process of job evaluation is an external method of off the job and.
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