Perhaps the simplest method of job evaluation is the ranking method. Based on this concept, some other methods have also been developed. This may be a positive point so far as avoidance of duplication and simplicity of procedure are concerned, but may ignore other factors which may be important for the performance of the job. This is a grading system. Know-how, Problem solving ability and Accountability for evaluation of job position. Judging and comparing jobs with each other versus assigning numerical scores on a rating scale. Job Analysis: To construct a carefully worded rating scale for … Each aspect is to be reviewed, identified, and quantified. This is again a simple method in concept. Point Method: This is widely used method of job evaluation. Sometimes, the rank is expressed in terms of monetary values and these values are added together to get the correct wage rate for the job. Jobs can also be arranged according to the relative difficulty in performing them. Ranking Method Ranking Ranking simply orders the job descriptions from smallest to largest based on the evaluator’s perception of relative value or contribution to the organization’s success. Your email address will not be published. The total of these points esta… This exercise is repeated for all other factors. Approaches to. In the job classification method, descriptions of each … The Hay method makes use of three key factors i.e. Hay Profile Method developed by Edward N Hay is one of the well-known job evaluation methods. May work well for smaller companies. For fixing compensation to different jobs, it is essential that there is internal equity and consistency among different job holders. In this method, each factor of a job is compared with the same factor of the other jobs or the key job either defined or existing one. Since the evaluation is more systematic and analytical, its logic can be accepted by trade unions and workers. What Makes a Successful Business Website? Job ranking works best for small organizations and is the fastest, easiest and least expensive job evaluation method to employ. The methods adopted for job evaluation by an organization are discussed below-1. The point system is used in large organizations and is usually more expensive to … The job evaluation is the tool employers use to measure each position's contribution level to the company. Alternate … Job Evaluation: Objectives, Principles and Methods of Job Evaluation! PURPOSE OF THE GUIDE This Guide aims to explain the concept … The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. These should represent all levels of wages and salaries which are considered fair, both internally as well as externally. Each factor of a job is compared with the same factor of the key job and rank is awarded. Learn how your comment data is processed. Job grading method- In the job-grading method, the job grade is prearranged, and the jobs are assigned and evaluated accordingly. The qualitative methods are usually faster while the quantitative methods are more … This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. 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. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the … Second, the job evaluation committee may prepare a series of job class description in advance on the basis of which various jobs may be graded. Non-quantitative Methods: Under this method, one begins with the selection of factors, usually five of them: mental requirements, skill requirements, physical exertion, responsibility, and job conditions. There are many methods by which job evaluation is done. This method works by identifying key job factors and then assigning points based on importance. Jagielloni an Univer sity, Pola nd . determining the relative importance of factors and describing their degrees. This is evident by the fad that government employees agitate when recommendations of a new pay commission come. There are chances of employees’ resistance when new clusters of jobs are prepared. At the initial stage, some key jobs which are well recognized are selected. The ranking is provided to the job on the basis of this comparison. Benefits of Job Evaluation Link pay with the requirements of the job. Systematic procedure for determination the relative worth of jobs. Outcome is an equitable wage structure. Employees and unions are also an active part of the Job evaluation process. Helps in evaluation of new jobs. Points out possibilities of more appropriate use of the plant’s labour force. 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