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    13.job Evaluation

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    Vishal
    Job evaluation is a systematic process that establishes the relative worth of jobs within an organization by determining their comparative worth in a structured, analytical manner. It aims to provide a rational basis for pay structures, help manage job relativities, enable consistent pay decisions, and establish comparable worth between jobs to provide equal pay for work of equal value. Key features include using a comparative, judgmental, and analytical process to evaluate jobs based on selected benchmark jobs and evaluation factors.

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    13.job Evaluation

    Uploaded by

    Vishal
    75 views2 pages
    Job evaluation is a systematic process that establishes the relative worth of jobs within an organization by determining their comparative worth in a structured, analytical manner. It aims to provide a rational basis for pay structures, help manage job relativities, enable consistent pay decisions, and establish comparable worth between jobs to provide equal pay for work of equal value. Key features include using a comparative, judgmental, and analytical process to evaluate jobs based on selected benchmark jobs and evaluation factors.

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    13.Job Evaluation

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    Job evaluation is a systematic process that establishes the relative worth of jobs within an organization by determining their comparative worth in a structured, analytical manner. It aims to provide a rational basis for pay structures, help manage job relativities, enable consistent pay decisions, and establish comparable worth between jobs to provide equal pay for work of equal value. Key features include using a comparative, judgmental, and analytical process to evaluate jobs based on selected benchmark jobs and evaluation factors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    75 views2 pages

    13.job Evaluation

    Uploaded by

    Vishal
    Job evaluation is a systematic process that establishes the relative worth of jobs within an organization by determining their comparative worth in a structured, analytical manner. It aims to provide a rational basis for pay structures, help manage job relativities, enable consistent pay decisions, and establish comparable worth between jobs to provide equal pay for work of equal value. Key features include using a comparative, judgmental, and analytical process to evaluate jobs based on selected benchmark jobs and evaluation factors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
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    JOB EVALUATION

    • Job Evaluation is a systematic process for


    establishing the relative worth of jobs within an
    organization.

    • Job Evaluation is the process to determine in a


    systematic and analytical manner the
    comparative worth of job with an organization.

    PURPOSE

    1. To provide a rational basis for the design and


    maintenance of an equitable and defensible
    wage structure.

    2. To help in the management of the relativities


    existing between jobs within the organization.

    3. To enable consistent decision to be made on


    grading and rates of pay.

    4. To establish the extent to which there is


    comparable worth between jobs so the equal
    pay can be provided for work of equal value.

    KEY FEATURES OF JOB EVALUATION


    • A comparative process (deals with relationship)

    • A judgmental process (it requires exercise of


    judgment in interpreting data)

    • An analytical process

    • A structured process (framework is provided)


    BASIC METHODOLOGY

    • Select the representative ‘ benchmark’ jobs,


    which will be used as the basis for
    comparisons.

    • Decide on the factors to be used in evaluating


    the jobs.

    • Analyze the jobs and roles.

    • Establish the relative value of jobs by applying


    a process of evaluation.

    • Develop a pay structure—this usually means


    designing a grade structure and then deciding
    on the rates or ranges of pay in the structure
    through internal comparisons and market
    pricing.

    TECHNIQUES O JOB EVALUATION

    • Job ranking.

    • Job grading

    • Factor comparison system

    • Point rating system

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