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Job Evaluation: Job Evaluation Needs To Be Differentiated From Job Analysis
Job Evaluation: Job Evaluation Needs To Be Differentiated From Job Analysis
Finding the job to be evaluated – Key jobs from every department which
aptly represent the core job of the department.
Analyzing & preparing Job Description – Job Analysis of the job has to be
available.
Classifying jobs - The relative worth of jobs is ascertained using criteria like :
• skill requirements,
• experience needed,
• conditions under which job is performed,
• type & extent of responsibilities to be shouldered,
• degree of supervision needed,
• amount of stress caused by the job
Simplest form
Each job as a whole is compared with another 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
1. Simple
2. Fast
3. Most commonly used
DIS-ADVANTAGES :
DIS-ADVANTAGES :
Jobs are broke down based on various identifiable factors such as skill, effort,
training, knowledge, hazards, responsibility, etc. Thereafter, points are
allocated to each of these factors.
Weights are given to factors depending on their importance to perform the
job.
The sum of points gives an index of the relative significance of the jobs that
are rated.
Skill 10 20 30 40 50 150
Physical effort 8 16 24 32 40 120
Mental effort 5 10 15 20 25 75
Responsibility 7 14 21 28 35 105
Working conditions 6 12 18 24 30 90
Maximum total points of all factors depending on their importance to job = 540
(Bank Officer)
Point Range Monthly Wage rate Job Grades of key bank officials
(Rs.)
500-599 30000-39999 Officer
600-699 40000-49999 Junior Manager
700-799 50000-59999 Asst. Manager
800-899 60000-69999 Dy. Manager
900-1000 70000-89999 Manager
DIS-ADVANTAGES :
Select the key jobs (15 to 20) across the organization, representing all
departments.
Find factors for evaluating the job like skill, physical effort, mental effort,
responsibility, etc.
Rank selected job under each factor (done by job evaluation committee
members).
Assign money value and determine the wage rates
For painter who is similar to electrician in effort (11), to fitter in mental effort
(10), to welder in skill (8), cleaner in responsibility (6) and labor in working
conditions (5); the wage rate is (11+10+8+6+5) = Rs. 40.
DIS-ADVANTAGES :
Point Compensable Jobs are compared with Quantit Accurate & Complex;
method job factors standardized ative stable over Cannot accord
along with descriptions of degrees time; points to jobs
proficiencies of compensable factors Analytical; which cannot
Systematic be quantified
fully
Officially known as the Hay Guide Chart-Profile Method of Job Evaluation, this
system utilizes three factors to arrive at a job’s evaluation.
1. Job description questionnaires are completed and signed by the jobholder, the
supervisor, and other managerial staff who have responsibility for the
position.
2. The job description questionnaire is given to each member of the job
evaluation committee for his/her initial evaluation.
3. The committee meets with the jobholder and supervisor to explore questions
and clarify content.
4. The committee members then compare their individual evaluations and
resolve differences that might exist.
For example, an insurance clerk and a bus driver have few job
responsibilities that are similar, but might be evaluated in total at the same
point level.
Factor Intermediate insurance School bus driver
clerk
Total Points 155 155
Know how 100 87
Problem solving 19 16
Accountability 25 22
Working conditions Physical effort 2 Physical effort 9
Physical environment 1 Physical environment 7
Sensory attention 6 Sensory attention 9
Mental stress 2 Mental stress 5