Read More:  Point Rating Method of Job Evaluation. Once the score is assigned to a particular job, it long- standing. It help to fit the newly created jobs in the existing structure, iii. 2. This project has two key components. ii. It helps companies ascertain a fair level of pay, and ensures employees are appropriately valued. Learn how your comment data is processed. Job Classification and Grading Method. Find the factors in terms of which the jobs are evaluated (such as skill, mental effort, responsibility, physical effort, working conditions, etc.). iii. Some are different in respect of efforts, duties, skill, working conditions and responsibilities to each … This site uses Akismet to reduce spam. viz. Almost the same pay scale can be arrived be arrived at for the t same jobs because agreement among rates on the same is very close. c)      Paired Comparison: Another of the ranking method is that each job cannot be compared with all other jobs for the purpose of ranking. This system is only a preliminary step in arriving at an equitable pay structure. The method of paired comparison can be adopted minimise this problem. Ross checking is provided through Exhibit, where the money value of each sub-factor is given in brackets. Jobs within the organization are arranged in some order from the most difficult to the simplest or in the reversed order. II. There are four basic methods of job evaluation: ranking method, job  grading method, point method and factor comparison method. Select a number of key jobs: this step is more critical and useful fro the point of final evaluation as the otherjobs are assigned monetary values based on the fixed wage rates arrived for the key jobs on the basis of negotiations. The evaluator has to appraise and rank the jobs but not the job incumbents. This is provided by a standard job description format used to ensure up to date information. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. Simplification of Wage Structure. The ranking is provided to the job on the basis of this comparison. This method is analytical as are jobs are broken into sub-factor and components. Job evaluation is based on a systematic and consistent capture of data. Key jobs with known monetary value will be used as the basis to determine the money value of other jobs. The total of point values assigned to each factor gives the total point values for each job which can be compared, Factors                                                                                                                   Points. A class is a subdivision of a given occupation. Competitive picture of the ranking of these two jobs is shown in matrix of factor rankings. Another conventional quantitative technique is the point factor or factor comparison method, The Point Factor or Factor Comparison Method, This method is bases both on the principles of points rating and principle of ranking. The method is comparatively simple, easily understandable, and mostly  acceptable by. (2) Rankingby job title and jobcontent.Here,thejobcontent is used toassistin judging the relative importance ofthe jobs. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Training, judgment, analysis, mental complexity, metal dexterity, adaptability etc. These factors may be mental requirement. d)      Single Factor Ranking Method: An another problem in the ranking method is difficulty of the method if linking has to be done on the basis of number of factors. Various factors of the jobs which are to be considered for comparison,  should be identified. 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. Under this method, first the components and sub-factors are ranked under various factor headings. The Single factor considered is the discretionary contents present in each job related to other jobs. For example, Class I Clerk, Class II Clerk, Class III Clerk, Class IV Clerk and Class V Clerk,. Developing job descriptions, job specifications or job requirements covering physical requirements, mental requirements, skill requirements, training and experience, responsibility and authority, working conditions etc. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. iv. The Youth ICT Empowerment Project (Vijanatz.com) is designed to improve the employability of disadvantaged African youth aged 16 to 35 in Dar es Salaam and Kilimanjaro. Thus, each job is ranked a number of times (i.e., number of compensable components or sub-factors). In job evaluation, the following phases are proposed: 1. Jobs are evaluated on the basis of various techniques. These jobs should be from a cross-section of  departments. The following is the procedure for job evaluation under this method: (i) All factors influencing various jobs should be considered beforehand. Analytical Job Evaluation Methods Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The job descriptions are then studied and analysed. P.o. Disadvantages: Despite the above-mentioned advantages, this method suffers for the following disadvantages: (i)This method provides no yardstick for measuring the relative worth of one job against the other, (ii)Job requirements, job specifications and employee specifications are not considered in evaluation, (iii) It does not indicate the extend or degree to which one job is worthy than the other and (iv) It is not a comprehensive and systematic technique. ii. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. It also provides entrepreneurial training and assistance in youth enterprise development for youth who lack higher education. The following example gives a clear idea. There are many reasons why we might want to perform an evaluation. It would be somewhat difficult to explain the mechanism and operation of this method to employees’ supervisor and trade union leader. Job evaluation is a method for comparing different jobs to provide a basis for grading and pay structure. Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. The third step is ranking of key jobs: The –factors of each key must be given relative ranks based on their individual contribution to the total job. Since the modus operand of this system is relatively easy to understand, it can be operated and explained to supervisors, employees and trade union leaders. The next step is assigning the monetary values to the components or sub-factors of each job. Since only limited number of factors relevant for the effective job  performance are compared, there are reduced chances of overlapping. In view of this, Goldenberg has suggested a single factor scheme. For this purpose, Benge identified five factors – mental effort, skill,  physical effort, responsibility and working conditions. This method is superior to the other method discussed, So far as this is analytical as well quantitative. The following factors may be considered for this purpose: Skill: Education. Ranking method is judgmental and, therefore, it is affected by personal  preferences of job evaluators. Thus, characteristics or factors considered to have a bearing on all jobs in the programme like skill, knowledge, responsibility, working conditions etc., are selected under this method. Important one is showing current salary rates o  Y-axis against of a score of a job concerned on X-axis . Evaluation is an attempt to appraise the quality/suitability of a resource. 5. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. In this method no effort is made to break a job down into its elements or factors, but the aim is to rather judge the job as a whole and determine the relative value by ranking one whole job against another whole job. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… Job evaluation has a certain advantages over other techniques of pay fixation. totherelativepositionofitsjob-titlecardinthestack. Job grade description is vague and personal biases may distort job  grading as the method is not based on any scientific analysis. The relative worth of a job is determined by adding the ranks obtained by  different factors of a job. This technique does not consider all the sub-factors as the operating of the system would be difficult if it considers all the factors. b)      Ranking the key Job: Ranking of the all the jobs at a stretch under simple ranking method are difficult. These are as  follows: This system of job evaluation suffers with the following limitations: Point method of job evaluation is widely used in business organisations. What Makes a Successful Business Website? Exhibit show s of sub-factors of two key job, viz., Welder and Mechanical Engineer. Limitations: In spite of the above mention advantages, this method suffers from the following limitations: (i)It sometimes seems to be arbitrary though it takes the view of the representation of the trade unions. This method, also known as key job method, was originally developed at  the Philadelphia Rapid Transit Company, USA by Eugene J.Benge in 1926 to  overcome two major problems faced in point method of job evaluation. It is a process whereby jobs are placed in a rank order according to overall demands placed upon the job … Job grades can be determined on either of two bases. There are many different types of job evaluation systems to choose from. Skill, knowledge, responsibilities and authority of various jobs. Job evaluation is a systematic process by which roles within an organisation are sized according to common criteria. This method is analytical in the sense that jobs are broken into components for purpose of comparison. This involves answering questions such as: what the important tasks of the job are, how they are carried out and … It includes an arrangement of jobs in a manner conforming to their worthiness to the organisation ranked from the highest to the lowest. Job evaluation has a certain advantages over other techniques of pay fixation. i. These techniques are grouped into two classes, viz., quantitative and non-quantitative techniques. If there are significant differences of opinions among the members about the  ranking of a particular job, the matter is settled by mutual consultation, or by  working out the average. The major problems are as follows: Your email address will not be published. ii. FEATURES OF J/E • Standards of J/E are relative, not absolute. Factors can be divide into point values by arithmetic or geometric progression. Points            Range                                   Pay at the                                  Pay at the, Minimum                                  Maximum. It is not the same as Assessment (at least not here in the UK). Conventionally, non-quantitative, simple and crude techniques developed. At the initial stage. Sponsoured By: NBC Bank. Appraise all the jobs and arrive at composite numerical value for each job. iv. It provides more accurate information about the relative worth of a job as  different comparable factors are compared with key jobs. 7. These criteria form the basis of the job evaluation technique. It helps to redesign the jobs for minimising wide wage differentials, vii.It ensures employee satisfaction about wage level and wage equity. Some of these merits are as follows: Since ranking method of job evaluation is qualitative and non-analytical. Skills,  physical requirement, responsibility and working conditions. The sum  total to these points allotted to various job factors is the worth of the job. Job Conditions: Working conditions, hazards etc. They are ranking and job classification methods. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Exhibit shows factor evaluation or monetary value (per day) of each of the key jobs. 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. Defining each factor, specifying the scope and elements of each factor, Dividing each factor into level and defining each level. Box 77874, Dar es salaam It helps in the elimination of personal prejudices in establishing rates by putting the rate structure on an objective basis. Assignment of point score or point score or money value is consistent and accurate. Thus, pure ranking does not cover these refinements. This system considers only limited factors of job for comparison. However, classes and grades are designed for a similar jobs and thus receive similar pay. This step is also known as factor evaluation. Trend line through a scatter of points is seem in figure. iii. They are: i. Ranking method. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. Determining relative value of each level within factors. Various types of jobs are performed by employees in an organization. Since the evaluation is more systematic and analytical, its logic can be  accepted by trade unions and workers. Assigning the percentage value to each factor. This step also involves dividing the job into sub-factors and components. Job Evaluation Vs Performance AppraisalPoint Job Evaluation Job Appraisal1.Meaning Finding the relative worth Finding the worth of a of a job. Point score or monetary values cannot be manipulated very easily. Rs. Perhaps the simplest method of … A key job must be clearly divisible into sub-factors and components. In order to increase the reliability of ranking, this exercise is undertaken twice  or thrice by the members. The techniques and processes of job evaluation were developed and perfected during this time period of the late 1950s. However, point system will help in arriving and a equitable pay structure. 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. The differences between them in terms of duties, responsibilities, skill requirements etc, are noted. Phone: 022 292 6147 ii. WORK ENVIRONMENT, INDUSTRIAL ACCIDENTS, SAFETY AND... GREVANNCES, DISCPLINE, COUNSELING AND MENTORING, TOTAL QUALITY AND HUAMAN RESOURCE MANAGEMENT. Job Evaluation Methods: Non-Quantitative and Quantitative Methods and Techniques Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System and Factor Comparison. Effort: Physical demand , visual effort, concentration, mental effort, alertness etc. Under this method, jobs at different levels in the organisational hierarchy are divide into various grade with a clear cut definition of the each grand. iv. Definitions are written  applicable terms to the jobs. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. These are two method under conventional quantitative techniques, viz., points ration and a factor comparison system, i. The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. Each factor of a job is compared with the same factor of the key job and  rank is awarded. The techniques and processes of job evaluation were developed and perfected during this time period of the late 1950s. iv. It is a logical and to a certain extent an objective method of ranking and grading the jobs. Generally speaking, the following five steps are involved in system: This method is more comprehensive, local and reliable compare to the simple ranking method. Testing the Mechanism: Get the total point with help to the above discussed method for a few sample jobs and compare them with the results obtained through other methods. There are four basic methods of job evaluation currently in use which are grouped into two categories: 1. This exercise is repeated for all other factors. There are a number of ways to approach job evaluation, but there are four primary methods that all HR professionals should know. With this method, you can compare jobs by using rating scales based upon several specific factors. Non-quantitative Methods: (a) Ranking or Job Comparison. • A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Grades are formulated on the basic tasks requirements of, Simple work, no supervisory responsibility, no public contact, Simple work, no supervisory responsibility, public contact, Work of medium complexity, no supervisory responsibility, public contact, Work of medium complexity, supervisory responsibility, public contact, Complex work, supervisory responsibility, public contact. The method is less costly to undertake and maintain as compared to other  systems. The total percentage of all percentage of all factor is 100. Prejudice, bias and error of human judgement are minimised in this technique. Each factories divided into degrees or levels and point value is assigned to each level. and rewards for superior performance.3.Shows How much a job is worth How well an individual is doing an assigned work. There are no scientific techniques to guide in respect of assigning money value to the points. This  total is compared with that of other jobs and relative worth of various jobs is  determined. JOB EVALUATION The aim of job evaluation is to provide a systematic and consistent approach to defining the relative worth of jobs within a workplace, single plant or multiple site organisation. After ranking, additional jobs between those already ranked may be assigned an appropriate place/wage rate. This was one of the earliest approaches for evaluating jobs based on quantitative values. This is generally used in smaller units where the job raters know all the jobs quite well. Ranking System. NATURE AND SCOPE OF HUMAN RESOURCE MANAGEMENT. You may Also Like. It is to find out whether the difference among factors as per the ranking and factor evaluation is one and the same or not. The important steps in the process of developing this technique are: There are no hard fact rules regarding factors, sub-factors assigning the weightages, deciding upon degrees and values. May work well for smaller companies. Out of these, first  two methods are non-quantitative and also known as traditional, non-analytical  or summary methods. Proceed further, if the system produces acceptable results. Bahari Beach, Plot 35/1, Bahari Beach. The mechanism or modus operandi of this involves the following steps: iii. The last two methods of job evaluation are quantitative, also known as  analytical methods, and use various  quantitative techniques in evaluating a job. In the points system various aspects or parts of t… There are certain alternative regarding plotting money on the Y-axis. 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