Scribd Logo
Upload

Welcome to Scribd!

  • 137 views

    Job Evaluation Methods

    Uploaded by

    HK Mahmud
    The ranking method is the simplest form of job evaluation where jobs are compared and ranked in order of importance from simplest to hardest. The importance is judged based on duties, responsibilities, and demands. Jobs are evaluated as a whole rather than individual factors. It is then used to rank all jobs and place them into groups that receive the same pay scale. While simple, it lacks objective standards and is not scalable to large numbers of jobs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Job Evaluation Methods

    Uploaded by

    HK Mahmud
    137 views3 pages
    The ranking method is the simplest form of job evaluation where jobs are compared and ranked in order of importance from simplest to hardest. The importance is judged based on duties, responsibilities, and demands. Jobs are evaluated as a whole rather than individual factors. It is then used to rank all jobs and place them into groups that receive the same pay scale. While simple, it lacks objective standards and is not scalable to large numbers of jobs.

    Original Description:

    Job evaluation

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The ranking method is the simplest form of job evaluation where jobs are compared and ranked in order of importance from simplest to hardest. The importance is judged based on duties, responsibilities, and demands. Jobs are evaluated as a whole rather than individual factors. It is then used to rank all jobs and place them into groups that receive the same pay scale. While simple, it lacks objective standards and is not scalable to large numbers of jobs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    137 views3 pages

    Job Evaluation Methods

    Uploaded by

    HK Mahmud
    The ranking method is the simplest form of job evaluation where jobs are compared and ranked in order of importance from simplest to hardest. The importance is judged based on duties, responsibilities, and demands. Jobs are evaluated as a whole rather than individual factors. It is then used to rank all jobs and place them into groups that receive the same pay scale. While simple, it lacks objective standards and is not scalable to large numbers of jobs.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Ranking Method:

    The ranking method is the simplest form of job evaluation. In this method, each job
    as a whole is compared with other and this comparison of jobs goes on until all the
    jobs have been evaluated and ranked. All jobs are ranked in the order of their
    importance from the simplest to the hardest or from the highest to the lowest.

    The importance of order of job is judged in terms of duties, responsibilities and


    demands on the job holder. The jobs are ranked according to “the whole job” rather
    than a number of compensable factors. The ranking of jobs in a University, based on
    Ranking Method, may be like this:

    Table 14.2: Ranking of University Jobs:

    Ranking Order Pay Scale

    Professor/Registrar ADVERTISEMENTS:

    Reader/Dy. Registrar Rs. 16,40(M50-20,900-500-22,400

    Lecturer/Asst. Registrar Rs. 12,000-420-18,300

    Rs. 8,000-275-13,500

    ADVERTISEMENTS:

    The application of the Ranking Method involves the following procedure:


    1. Analyse and describe jobs, bringing out those aspects which are to be used for
    purpose of job comparison.
    2. Identify bench-mark jobs (10 to 20 jobs, which include all major departments and
    functions). The jobs may be the most and least important jobs, a job midway between
    the two extremes, and others at the higher or lower intermediate points.

    3. Rank all jobs in the organisation around the bench-mark jobs until all jobs are
    placed in their rank order of importance.

    4. Finally, divide all the ranked jobs into appropriate groups or classifications by
    considering the common features of jobs such as similar duties, skills or training
    requirements. All the jobs within a particular group or classification receive the same
    wage or range of rates.

    Ranking method is appropriate for small-size organisations where jobs are simple
    and few. It is also suitable for evaluating managerial jobs wherein job contents
    cannot be measured in quantitative terms. Ranking method being simple one can be
    used in the initial stages of job evaluation in an organisation.

    Merits:
    Ranking method has the following merits:
    1. It is the simplest method.

    2. It is quite economical to put it into effect.

    3. It is less time consuming and involves little paper work.

    Demerits:
    The method suffers from the following demerits:
    1. The main demerit of the ranking method is that there are no definite standards of
    judgment and also there is no way of measuring the differences between jobs.
    ADVERTISEMENTS:

    2. It suffers from its sheer unmanageability when there are a large number of jobs.

    Grading Method:
    Grading method is also known as ‘classification method’. This method of job
    evaluation was made popular by the U.S. Civil Service Commission. Under this
    method, job grades or classes are established by an authorised body or committee
    appointed for this purpose. A job grade is defined as a group of different jobs of
    similar difficulty or requiring similar skills to perform them. Job grades are
    determined on the basis of information derived from job analysis.

    The grades or classes are created by identifying some common denominator such as
    skills, knowledge and responsibilities. The example of job grades may include,
    depending on the type of jobs the organisation offers, skilled, unskilled, account
    clerk, clerk-cum-typist, steno typist, office superintendent, laboratory assistant and
    so on.

    Once the grades are established, each job is then placed into its appropriate grade or
    class depending on how well its characteristics fit in a grade. In this way, a series of
    job grades is created. Then, different wage/salary rate is fixed for each grade.

    You might also like