Job Evaluation 2
Job Evaluation 2 : A systematic measurement of jobs, with a view to ascertaining their relative worth. In the exercise, jobs are measured in terms of importance, duties, responsibilities, working conditions and the value to the firm. The exercise is pursued with a view to devising sound wages/ salaries and reward systems. The four main techniques of job evaluation are: Job Ranking: The rank ordering of whole jobs, from the simplest to the most challenging. It does not evaluate parts of a job. Job Classification/grading: The grouping of a set of jobs into a grade or classification and the ranking of those jobs in levels of difficulty and sophistication. Each grade of jobs has a general definition differentiating it from other grades, on the basis of skills, effort, working conditions and the like. Points Assessment: This involves the breaking down of a job into elements, and the quantifying of the value of each element. Through exercises such as interviewing job occupants and consulting job descriptions, the various compensable factors required to do a job are ascertained. These are then assigned points in varying degrees. Factor Comparison: This is similar to the points system, in that the evaluation is done on a factor-by-factor basis. However, it differs in that jobs are evaluated against a benchmark of key points. A factor comparison scale rather than a points scale is used. Factors widely used are responsibilities, skill, physical effort, mental effort and working conditions
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