Professional Documents
Culture Documents
Job Evaluation
Job evaluation is a systematic way of determining the value/worth of a job in an organization.
description.
systematically rate each job based on the job
categories
1. Know-how
Know-how is the sum total of every kind of knowledge and
skill required to do the job, e.g. experience, education, etc. needed for accept-able job performance. Know-how includes three elements:
A. Specialized, technical or practical know-how: the basic job
knowledge needed.
B. Managerial know-how: The degree with which the job
deals with planning and organizing the employees activities and coordinating with others.
C. Human relations skills: The persuasion and communication
developing others.
2. Problem Solving
Problem solving is the amount of original self-starting thinking required by the job for analyzing, evaluating, creating, reasoning, arriving at and coming to conclusions. Problemsolving has two elements:
A. Thinking environment defines the degree to which the
individuals.
Some degree of subjectivity is always present in job
evaluation.
Job evaluation does not fix pay scales, but merely
job evaluation
An unbiased job evaluation tends to eliminate salary
inequalities by placing jobs having similar requirements in the same salary range.
the plants labour force by indicating jobs that need more or less skilled workers than those who are manning these jobs currently.
RANKING METHOD
It is the simplest method of job evaluation. Jobs can also be arranged according to the relative difficulty
in performing them.
Jobs are usually ranked in each department and then the
JOB CLASSIFICATION
According to this method, a predetermined number of
job groups or job classes are established and jobs are assigned to these classifications.
This method places groups of jobs into job classes or job
grades.
Separate classes may include office, clerical, managerial,
personnel, etc.
JOB CLASSIFICATION
Following is a brief description of classification in an office: Class 1- Executives: Office manager, deputy office manager, department supervisor, etc.
Class 2- Skilled workers: Purchasing assistant, cashier,
POINT METHOD
In this method jobs are expressed in terms of key
factors.
Points are assigned to each factor after priortising each
grades