Point Method: This is widely used method of job evaluation. (d) Responsibilities- It covers the areas of collecting input materials, arranging funds, generating, maintaining, retrieving, analysing records for decision making, and leading and supervising. It looks to entirety of job, not some aspects of job. This mechanism / process is job evaluation. This method looks to the entirety of jobs while comparison is made. Job evaluation. This is because the different nature of work in these jobs calls for assessment by different factors and for giving different emphasis to them. The advantage of job classification method is that it is very simple once you have established your categories. Here, the analyst or the evaluation committee selects some ‘key’ or ‘benchmark’ jobs these are the jobs for which there are clearly understood job descriptions and counterparts in other organisations, and for which the pay rates are such as are agreed upon and are acceptable to both management and labour. JE Is the author presenting a neutral, objective view of a topic? The final phase is the attachment of monetary values to the various grade levels. Grade descriptions which are inflexible in nature tend to be unconcerned with the situation arising out of organization development and technological advancement. So, proper evaluation of jobs may not be possible. This involves the problems of pricing. Ranking, the original method, is a direct system of comparing jobs together so that they are ranked in order of their importance, starting with the least important in the first rank and moving to the most important in the last. Job evaluation ascertains the worth or value of job, not the performance of people. Some examples include: a department combined two jobs as a result of reorganization; or a job will now manage an additional function or will be managing people. Set of 60 PowerPoint Slides and professional layouts. These factors can then be further defined. A rater using this method first identifies specific job factors such as knowledge and skills required to perform the job. Method # 2. ix. Excellent work , within deadline , to the point . The methods of job evaluation can broadly be classified as: These methods are traditional and simple. Suivez toute l'actualité française et internationale avec les News 24/7 This is very much effective in case of small organization where number of jobs is less and employees know the importance of each job. Content Guidelines 2. In other words, value is placed on the people doing those jobs rather than on the job itself. For salaried jobs in Government and other ser­vices, this method is suitable. a. It is acceptable in most countries and thus making it the most effective payment method. Monetary values are assigned to each job after ranking. Point–Factor Method. In the ranking method, a rate of pay has to be found for each job. Inequities in salary rates of key jobs will further affect the non-key jobs in terms of their evaluated worth. Under these methods, the jobs are broken down into different tasks. The advantage of HAY System is that it considers both job evaluation and market conditions. Band A, which most workers fall under, has got less sub- grades than Band C,D,E, and F. That means that for the bulk of workers, there are very few different types of jobs; and there is no chance of moving up the scale. It is recommended that a ranking/ factor rate schedule be drawn up at this stage. Job evaluation: objectives, principles and methods of job evaluation. This method gives accurate evaluation as points for factors / degrees are decided before job evaluation is made. (vii) Design, adjust and operate the wage structure. This can simplify the process of allocating wage grades. The job factors are separated into groups (i.e., skill, responsibility, effort) and assigned a numerical or weighted point value. It helps the organization to work out a wage structure that is realistic and competitive. Under this method different jobs within an organization are ascertained and divided into various grades. Working out a point scale and selecting degrees are not simple jobs. 1. Then the jobs in the organisation are allocated to these grades as per the job description and grades identified. (d) Compare factor ranking of each job with its monetary ranking. The basis of such arrangement could be the job description in terms of duties, responsibilities, qualifications needed, relative difficulty involved in doing the job, or value to the company. The key elements of each job are referred to as ‘factors’ which are identified by the organization and then broken down into components. Evaluation of key jobs through ranking on a factor by factor basis. JOB EVALUATION AND GRADING It needs expertise to decide factors, degrees, point values. This is the most simple method used for determining the relative worth of jobs in an organization. Each factor is assigned points which are totalled in the end to find out the ranking of the job. The classification system has some limitations. ii. Refers to a method through which detailed evaluation of the job is carried out in comparison to the ranking and classification method. It is usual in job classification to select one or two jobs from each of the levels in the grading structure and prepare descriptions of the duties, responsibilities and requirements necessary to fulfil them to an acceptable level of performance. After this money rates are determined. The PowerPoint presentation is 100% editable. They consider all the jobs available, compare them, and then rank them. 2. This approach identifies job factors that add value and worth to a position. When you download the PPT, you get the deck in both widescreen (16:9) and standard (4:3) aspect ratio. iii. This method is very much time consuming. Different factors such as – skill, responsibility, education level, and so on, are assessed for each job. They are:- 1. This method is not free from its limitation. The principal of a college is paid a higher salary than the lecturer in view of several factors, one of which is higher responsibility. Job Evaluation Ppt 30-01-2012 - Free download as Powerpoint Presentation (.ppt), PDF File (.pdf), Text File (.txt) or view presentation slides online. Jobs are not divided factor by factor, but are considered whole entities. Conceptually, this is easy to understand and implement, particularly for a smaller organisation. iv. This method is effective only if the development stage has resulted in a proper understanding of the fundamentals of the process. Cheap paper writing service provides high-quality essays for affordable prices. This is a justified method of evaluating different jobs in an organization as relative values are determined through comparing of other jobs with key jobs. The next step is to decide the current rate for each job to be paid for each factor. Skill 3. It is a quantitative method and is based on the assumption that “it is possible to as­sign points to the respective factors considered pertinent in evaluating the individual jobs and that the sum of these points will give an index of the relative significance of the jobs being rated”. Point Method . Details of degrees are described to make the evaluator easy to place factors in the appropriate degrees. Looking to different perspectives, organization requires to set key job for its own use. The classification method helps in manpower budgeting. Market conditions, an organisation’s paying capacity, the existing salary structure, and past conventions may be other limiting factors in this regard. Anderson (1997) studied all the ‘pluses’ and ‘minuses’ of the various methods of job evaluation and uncovered and advocated that the ranking method was simpler for smaller jobs, cheaper, and easy to explain. There are four widely accepted factors used in the point-rating method – skill, effort, responsibility, and job conditions. The computer-assisted systems are of two types as under: The jobholder and his or her manager while using computer, presented with a series of logically interrelated questions forming a question tree; the answers to these questions lead to a score for each of the built-in factors in turn and a total score. We are ready to help you with any type of work. iii. Job Evaluation: Point Method A set of compensable factors are identified as determining the worth of jobs. PayPal is one of the most widely used money transfer method in the world. The system was developed over a period of 15 years, during which he examined the characteristics of WORK and PAY. It provides a better basis for assessing the relative worth of each job when compared to the non-analytical methods. vii. As a matter of fact, to put it into practice is a difficult task. Under this method, key jobs are decided and all other jobs are compared to such key jobs based on factors that are present in all jobs. The four major methods of job evaluation are listed below: Job ranking is the simplest method. The factor comparison methods, though not complex, could discriminate between the jobs in a better way. e. Working conditions (work pressure, accident hazard, and environment). Eugene Buys originated this system in 1941. Methods of Job Evaluation Job-evaluation methods are of two categories:- a) Analytical Methods Point Ranking Methods Factor Comparison Method b) Non-analytical Methods Ranking Method Job-grading Method Non-analytical Methods Ranking and job-classification methods come under this category because they make no use of detailed job factors. iii. The algorithm replicates panel judgments both on job factor levels and overall job score. The worth of each factor which is proportionate to the total wage rate of concerned key job is also shown. iv. The future cost may be predicted with a degree of accuracy and career planning may be done for the existing employees according to projected assumptions about organisational structure and establishment. iii. Use of this method is much costly as, it needs substantial amount of money to conduct job evaluation exercise. It is subjective especially in the area of selection of number of different categories / grades and also of ranking of key jobs. Each of the factors is assigned points already determined for the purpose. The basic difference between the two is that the non-analytical methods, whilst establishing a grading hierarchy, are non- quantitative and the analytical methods are quantitative and are expressed in some numerical form. Responsibilities and Mutual Requirements: (i) Responsibility for material or equipment. Using the most common and most suitable method can give you the security that your pay structures ensure equity in pay. Cheap paper writing service provides high-quality essays for affordable prices. FOCUS ROOMS, SUNNINGHILL Key jobs with known monetary value become the cornerstone for determining the monetary value of other jobs. The classification method might suffer from the subjectivity of evaluators or raters and job overlaps. Under this system, all jobs are arranged in as per their importance from the simplest to the hardest ones or vice-versa thus each successive job is higher or lower than the previous one in the sequence. Job requirements are identified by qualification, experience, training, mental and physical efforts, nature, and degree of responsibilities. It is the pursuit of the truth with the help of study, investigation, observation, comparison and/or experimentation.
4. (2) Key jobs are ranked according to five basic factors, one factor at a time, in order of their relative importance. Any of the following methods may be followed: This method is suitable for small organisations, though it is the oldest method of job evaluation. Having selected the benchmark or key jobs, the other jobs in the area under review are compared against them to indicate their grade. This rating scale includes definition of each compensable factor, several divisions (called degrees) of each factor carefully outlined, and a point score for each such degree. It is easy and less expensive to introduce this mechanism for evaluation of jobs in organization. This method is very similar to the ranking job method. The point method is a quantifiable approach that is widely used in the private sector. An early and very widely used points scheme was devised by Kress (1939) for the National Electrical Manufacturers Association in the USA in which he studied jobs under eleven characteristics, grouped under the generic headings of ‘skill’, ‘effort’, ‘responsibility’ and ‘job condition’. 3. i. Ranking of key jobs is done. Non-analytical methods of job evaluation are: Under this method, the jobs in the organisation are arranged either in the ascending or descending order and numbered serially. Job evaluation: methods: factor comparison. Monitoring and Evaluation framework and tools to monitor pilot implementation, including agreed target numbers for number of women micro-entrepreneurs registered and trained on digital payment solutions, number and definition of women micro-entrepreneurs actively using their digital account (e.g. The methods of job evaluation tend to fall into one of the two main categories and are referred to as either non-analytical or analytical. 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