job evaluation methods 2013
The next step in the job evaluation process is to select or design a method of evaluating jobs. Four basic methods have traditionally been mentioned. These are ranking, classification, factor comparison, and the point plan methods. These four basic methods are pure types. In practice there are numerous combinations. Also, there are many ready-made plans as well as numerous adaptations of these plans to specific organization’s needs. Following three dimensions distinguish these methods:
1.Whether they are qualitative versus quantitative,
2.Whether they vary from job-to-job versus job-to-standard comparison
3.Whether it considers of total job against separate factors that make up the job.
These four methods as listed below:
A. Job Ranking
The simplest and least formal of all job evaluation systems is known as the Ranking Methods. Under this method no effort is made to break a job down into its elements or factors, but the aim is rather to judge the job as a whole and determine the relative values by ranking one whole job against whole job. This is usually done by using a narrative position description, but in many cases even this is omitted. With or without information concerning the job at hand, an individual or group of individuals rank the jobs in the order of their difficulties or value to the Company. This procedure is followed for jobs in each department and an attempt is then made to equate or compare jobs at various levels among the several departments. When this is completed, grade levels are defined and salary groups formed. In a great many instances, the rankings are not based on job descriptions but on the raters’ general knowledge of the position. It is difficult to group together jobs that are similar or to separate jobs, which are dissimilar, unless carefully prepared, job descriptions have been developed. This method might serve the purposes of a small organization with easily defined jobs but would probably be most unsuitable for a large company
1.Whether they are qualitative versus quantitative,
2.Whether they vary from job-to-job versus job-to-standard comparison
3.Whether it considers of total job against separate factors that make up the job.
These four methods as listed below:
A. Job Ranking
The simplest and least formal of all job evaluation systems is known as the Ranking Methods. Under this method no effort is made to break a job down into its elements or factors, but the aim is rather to judge the job as a whole and determine the relative values by ranking one whole job against whole job. This is usually done by using a narrative position description, but in many cases even this is omitted. With or without information concerning the job at hand, an individual or group of individuals rank the jobs in the order of their difficulties or value to the Company. This procedure is followed for jobs in each department and an attempt is then made to equate or compare jobs at various levels among the several departments. When this is completed, grade levels are defined and salary groups formed. In a great many instances, the rankings are not based on job descriptions but on the raters’ general knowledge of the position. It is difficult to group together jobs that are similar or to separate jobs, which are dissimilar, unless carefully prepared, job descriptions have been developed. This method might serve the purposes of a small organization with easily defined jobs but would probably be most unsuitable for a large company