CHARLES COTTER Job evaluation ascertains the worth or value of job, not the performance of people. The advantage of job classification method is that it is very simple once you have established your categories. Cheap paper writing service provides high-quality essays for affordable prices. The difficulty in this method may be with regard to the weighing of the several factors equitably. Below are samples of personal statements. Each degree is assigned a different number of points of different factor. Under this method, job analysis data is either entered direct into the computer or transferred to it from a paper questionnaire. (2) Key jobs are ranked according to five basic factors, one factor at a time, in order of their relative importance. The principal of a college is paid a higher salary than the lecturer in view of several factors, one of which is higher responsibility. Website for Civil Engineers and Students. The process does not look into the individual abilities or performance of the people at work. The method embodies the principles of ‘point rating’ with the principles of ranking. This is also called job-grading method. Point–Factor Method. Point factor method is most representative and most widely used job evaluation method. So, proper evaluation of jobs may not be possible. skill, responsibility, working conditions, physical activity etc.). Preparation of grades / classification description, iv. This method can be easily adopted in small organizations, but gets more and more difficult as different jobs exist within the company. These factors can then be further defined. Considering other factors also, weightage (in terms of money) is given to each factor and the total weight and the monetary value is taken. But this may produce arbitrary and probably unwanted loadings in the higher degree range. Job evaluators must evaluate jobs carefully because similar titles might be described as different jobs on different work sites. More important jobs are put into higher salary grades and jobs with lower ranking are assigned lower scales. Based on this score, the jobs are ranked from the lowest to the highest or the other way. vi. ii. Like this, each of these factors is further subdivided into sub-factors. 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. It is difficult and time consuming to prepare grade description. USA, California. Assigning money value to the key grades and other grades subsequently. Each job is categorized in an appropriate category based on the predefined criteria or after reviewing the job description of the job. A comparison may be made by asking the question- Is this job more important than the benchmark job, or less important? (c) Physical requirements- The requirements involve sitting, standing, walking, lifting, and so on. You can change your ad preferences anytime. 3. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. The PowerPoint presentation is 100% editable. We write high quality term papers, sample essays, research papers, dissertations, thesis papers, assignments, book reviews, speeches, book reports, custom web content and business papers. Different factors such as – skill, responsibility, education level, and so on, are assessed for each job. Essays, research papers, term papers, courseworks, etc. This involves the problems of pricing. It needs expertise to decide factors, degrees, point values. This method has been a forte of the government organisations. ii. Cheap essay writing sercice. Grade descriptions are the result of die basic job information that is usually derived from a job analysis. It is, therefore, necessary to establish a mechanism or a process to determine the relative worth of jobs, to develop a rational basis for the design and maintenance of an equitable pay structure, and also of a fringe service pattern in an organization. The nature of work is combined with the salary range to show that there is a direct relationship between the rating of the importance of the job and the salary paid. Two points if it is considered to be of higher value, ii. This method is also known as quantitative method. iii. This approach identifies job factors that add value and worth to a position. Listing of jobs operating in organization. Once the compensable job factors developed, positions are compared to the factors and the appropriate number of points is assigned. Two of the most common job evaluation methods are job ranking and the points method. Statement #1. We also accept payment through. Welcome to EconomicsDiscussion.net! Out of them, the following four methods are frequently used: Two of these methods (ranking and classification) are non-quantitative while other two methods (factor comparison and point) are quantitative. Selection of rater (generally committee comprising of both management and employee representatives is assigned the job), iv. This mechanism / process is job evaluation. This method includes identifying a number of compensable factors (i.e., various characteristics of jobs) and thereafter determining degree to which each of these factors is present in the job. After comparison, ranking order is made from highest to lowest. From the workers point of view, there are a number of problems with the Paterson System. This method has various limitations as it takes into consideration only some of the factors, such as skills, physical efforts, responsibilities and working conditions, and attached monetary value to the jobs. This method works by identifying key job factors and then assigning points based on importance. So, emphasis is given on the need and requirement of organization. The same factors are used for each job. The job, which carries the highest value to the company, is paid the most, and vice versa. These types of organizations have many types of jobs at diverse locations and must maintain equitable and fair standards across all work settings. PERT/CPM is a control tool for defining the parts of construction job and then putting them together in a network form. i. Ascertainment of number of degrees and description of degrees for each factor – The number of degrees of each factor is ascertained to express exact amount or extent of factor existing in a job. The so-called rulers must be constructed from words and the so-called measurements are still judgements. It enables subjective grading and rating of jobs by total content, which may create distrust among employees. So, the evaluators may not need training to carry out job evaluation exercise. FOCUS ROOMS, SUNNINGHILL When you download the PPT, you get the deck in both widescreen (16:9) and standard (4:3) aspect ratio. These five components are: (a) the position questionnaire; (b) the training and practice sessions; (c) the interviews; (d) the role of the consultant; and (e) the group work evaluation scoring. This method is more applicable to the jobs that are predominately mechanical in nature. Different categories are placed on wage scale based on their worth, value, and importance in the organization. The jobs are arranged based on the perceived value and difficulty. i. In other words, value is placed on the people doing those jobs rather than on the job itself. Existing wage rates for key jobs are taken to find out the worth of each factor in each key job. Decisions rely on judgment of the job evaluator. It differs from the job ranking method in that, before any evaluation of a job takes place, the number of grading levels and the criteria for determining the type of work or responsibility to meet those levels are defined. The evaluator simply compares each job against the others by deciding whether it is: Having compared jobs ‘vertically’, the evaluator will then, if more than one distinct area is under review, look at the situation horizontally in order to equate jobs of equal worth across the whole area. 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. Interactive Schemes and 2. Usually, the weightages in the point system are assigned in arithmetic progression. iv. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. EssayShark is the best service for students! Grade descriptions which are inflexible in nature tend to be unconcerned with the situation arising out of organization development and technological advancement. 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. iii. This is the most simple method used for determining the relative worth of jobs in an organization. All my papers have always met the paper requirements 100%. : (1) A few key jobs that represent a cross-section of all the jobs to be evaluated are selected by an expert belonging to a committee representing the management and the employees. The Hay System of Job Evaluation: A Critical Analysis Muhammad Ali EL-Hajji1 Abstract This paper provides an overall insight of the Hay System of job evaluation (Guide Chart – Profile Method). Monetary values are assigned to each job after ranking. Pricing of jobs (money values of non-key jobs are determined on the basis of monetary value of key jobs which is known). This serves as a useful check on the suitability of key jobs originally selected. Point method of job evaluation is widely used in business organisations. The factor comparison method consists of six well-defined steps: (c) Apportion the salary among each factor and rank the key jobs. Michelle W. USA, New York. They are:- 1. Research Paper: order your essay today! HAY JOB EVALUATION METHOD • Hay Group pioneered the “factor comparison” job evaluation method … Ranking of job factors is made on assumption / subjective assessment. It looks to entirety of job, not some aspects of job. 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. This system is also known as the job comparison system. Here, the number of grades and the salary particulars for each grade are worked out first. The system is thus non- analytical and non-quantitative. Job Ranking. 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