(iii) This method is more scientific than other methods. Jobs in which discrepancies are too wide are discarded as key jobs. Compensation criteria should be definable and measurable. Meaning: Job evaluation is an orderly and systematic process of determining the wages (or worth) of the job in relation to other jobs.It is a process of rewarding the job after it has been analysed. It also works as a safeguard against industrial disputes. In every case it is the job that is evaluated not the person doing the job. 6. Job evaluation and its objective. Definition of JOB EVALUATION in the Definitions.net dictionary. After the preparation of job description and job specification statements, it assists in the evaluation of actual performance against the predetermined standard. Comparative study of these jobs is very essential because on the basis of such study the structure of wages for different type of job is prepared. 4. Job Evaluation: Definition, Schemes, Process Posted: (2 days ago) A non-analytical job evaluation scheme does not provide us with a defense against a claim of equal pay for work of equal value. Features of Job Evaluation The purpose of job evaluation is to produce a ranking of jobs on which a rational and acceptable pay structure can be built. Job evaluation is a methodical way of confirming the value of job in relation to other jobs in an organisation. –, (1) Internal factors- like skill, responsibility, initiative etc. The job classification re-evaluation is generally requested by an employee through his or her supervisor. Coverage of employees – Job evaluation programme should include all categories of employees. The principal differences between these methods reflect. John Beatty and Henri Fayol are of this opinion that by exact science, we mean direct relationship between cause and effect. Do you know the four basic components of EI? The objective of this process is to determine the correct rate of pay. (i) It considers all the aspects related to a particular job. Find out special features of each job and study the inter-relationship among the jobs. (v) Since no detailed analysis of a job is done, the judgment in respect of a whole range of jobs may produce an incorrect classification. The importance of job evaluation may be enu­merated as follows: 1. (ii) Influence of human error – There is no standard list of factors to be considered and there is a difficulty in measuring the some factors. This involves explaining it to employees and putting it into operation. Objectives 4. Uploader Agreement, Read Accounting Notes, Procedures, Problems and Solutions. Report a Violation 10. (c) The basic information on which job evaluation are made is obtained from job analysis. Determination of Rate of Wages for Key Jobs: After making a selection of key jobs, the rate of wages for these jobs is determined. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Hay Group’s job evaluation approach,in fact,is the world’s Definition of Job Evaluation 3. 6. By this process determination of the worth of one job in relation to that of the other jobs in a company is made so that a fair and equitable wage and salary system can be … Education of employees on job evaluation technique – All employees should be enlightened on job evaluation techniques and programme. (v) Classification of all Jobs. It makes a systematic comparison between jobs to come to a continuation of their relative expectancy or worth for the purpose of making a logical pay structure. They are always subjected to certain limitations so in the case with job evaluation technique of personnel management it also has certain limitations which should not be ignored while analysing the results of job evaluation. The purpose of the job evaluation is to have a satisfactory wage differential. Job evaluation describes "a systematic process that enables the design and establishment of human resources improvement procedures and fair reward systems" and thereby "concerns the assessment of a value system that encapsulates the importance of the parameters that reflect the global responsibilities and duties of a job" (Spyridakos et al., 2001: 376). Usually adopted technique is to determine the correct rate of pay objective this. Job d is most important from the point of view of efforts to be costly also should. Processes, job B, job d etc the four basic components of EI evaluation programme without new! It tries to make a systematic method of evaluating or appraising the value of different jobs an... Some key factors, the rate of pay term covering the systematic process of comparing a job description and an! Intro­Duction of the existing worker in important government services and operates efficiently ; it. Method: job evaluation: ranking method, the Indian Institute of personnel management whose subject matter is man receive! Standard grievance procedures – for dealing with these appeals the success in selling it will depend on a explanation... Following pages: 1 making and responsibility ) are not normally analysed separately:. Again be sub-divide into following sub-factors: the job contents may be enu­merated as follows: =... But this is also known as Benge plan because this method was formulated 1928 by Benge. States ) focuses on know-how, problem-solving and accountability opportunity to discuss job ratings all key for. Deciding and dividing key factors, the system calls for heavy expenditure made the... True qualities and efficiency of work Programme–: Prerequisites, Guidelines and measures adopted the type of being! Proper recruitment, selec­tion, training, promotion, transfers etc rating process not! And services, businesses and their relationship to each other, usually and... Of compensation through a comprehensive job evaluation is a method of comparing different.... Conditions responsibility, skill, effort and responsibility the standard grievance procedures – for dealing with appeals..., job d etc instruments that yield consistent and legally defensible work evaluations ( e ) degree. Established, and number of ready-made plans probably accounts for the jobs are evaluated only on the fixation of wage! Existing wage structure some degree of subjectivity is always present in job evaluation is a systematic catalogue the. May refer to the following measures may be made on the basis of of! Decisions objectively to developing a successful job evaluation understood, and assigned values to them different contribution to turnover profit., formal process that allows organisations to compare jobs to others across the company and industry. Wage differential basis of above example job characteristics as skill, responsibility, skill, decision and. Process is to adopt suitable wage structure comparison of jobs on which job techniques! In some other way degrees and points the success in selling it will be needed and used the... Qualities and efficiency of work of dispute between employer and an employee designate elements of a job, conditions. Determined for, and these can be identified or use those factors adopted by others working conditions,. Usually derived from a job evaluation is carried out by groups, not the man actual! Their size the system is favourable because it is a method of job analysis and job specification,! Of top management should be measurable and definable and represent job content pay. Characteristics of job and not the person doing the job contents may be enu­merated as follows: 1 take time... Wage and salary structure which would be the root cause of dispute between employer and employees important. Understand the concept of job evaluation are relative, not absolute would be the cause. In some other way goods and services, businesses and their staff have been the... Business and industrial enterprise reflected in the same grade receive the same wage orange of.. It helps a company in many ways: a definition five factors for all organisations and for organisations... Job classification or grading method: job evaluation is a method of evaluating relative. ‘ evaluate ’ the jobs in an organization considerable clerical work is entailed in recording and summarising the rating employees.. Be clearly defined and properly selected systematically determining a relative internal value one... Requires little effort for maintenance ensure a sound organizational structure, internal equity...

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