Job evaluation is a technique for systematically comparing jobs to assess their relative worth in order to establish a fair grading and reward structure. It involves analyzing jobs and ranking them based on factors like difficulty level. This allows grouping jobs into grades or pay bands linked to remuneration. While job evaluation aims to introduce objectivity and fairness, it remains a subjective process that can be influenced by external market forces and requires significant resources to implement.
Job evaluation is a technique for systematically comparing jobs to assess their relative worth in order to establish a fair grading and reward structure. It involves analyzing jobs and ranking them based on factors like difficulty level. This allows grouping jobs into grades or pay bands linked to remuneration. While job evaluation aims to introduce objectivity and fairness, it remains a subjective process that can be influenced by external market forces and requires significant resources to implement.
Job evaluation is a technique for systematically comparing jobs to assess their relative worth in order to establish a fair grading and reward structure. It involves analyzing jobs and ranking them based on factors like difficulty level. This allows grouping jobs into grades or pay bands linked to remuneration. While job evaluation aims to introduce objectivity and fairness, it remains a subjective process that can be influenced by external market forces and requires significant resources to implement.
Job evaluation is a technique for systematically comparing jobs to assess their relative worth in order to establish a fair grading and reward structure. It involves analyzing jobs and ranking them based on factors like difficulty level. This allows grouping jobs into grades or pay bands linked to remuneration. While job evaluation aims to introduce objectivity and fairness, it remains a subjective process that can be influenced by external market forces and requires significant resources to implement.
Download as PPT, PDF, TXT or read online from Scribd
Download as ppt, pdf, or txt
You are on page 1of 8
Job Evaluation
Job Evaluation
Technique for comparing JOBS rather than
employees.
system for comparing different jobs
systematically to assess their relative worth, so providing a basis for a grading and reward structure. Job Evaluation
Good remuneration systems must be seen as
fair especially by employees! The law also demands that jobs of equal worth should attract equal pay. A key factor in fairness will be linking the degree of difficulty of the job with the reward. Job evaluation can be used to assess the relative difficulty of the job. Job Evaluation
Subjectivity reduces effectiveness. However, analytical systems try to reduce subjectivity.
Effectiveness of job evaluation can also be
affected by external forces (eg market shortages) and tinkering (eg using perks) Job Evaluation Advantages Provides a systematic and rational procedure for valuing each job Ensures a degree of equity and objectiveness in remuneration Job descriptions generated are useful for other activities Helps motivation and morale Both employee and employer needs are addressed Scope for union/employee involvement Job Evaluation Disadvantages Bonuses can upset relationships External factors may do the same Lack of allowance for differences in performance Assessment can be costly & time-consuming especially at the start Assessment can be inaccurate or approximate Its still subjective!