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<< 3.1 Various methods for job evaluation classified according to characteristics 72 3.2 Classification of the job evaluation methods discussed according to characteristics and the benefits and disadvantages 73 3.3 Analytical model for comparing job evaluation systems 77 3.4 Characteristics, factors/aspects of the Hay Guide Chart and Profile Method 78 4 0 obj i) Ranking - This method is one of the simplest to administer. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. (i) Select And Define The Factors: The factors common to all jobs are selected and defined clearly. Though it is the most complex method of all, it is consistent and appreciable. h�bbd```b``��SA$#�dI�5��� ��L�ȹ ���"��o $�20120_���H����o�/� U�
Factor Comparison Method: This method is a combination ranking and point system of job evaluation. /F5 18 0 R /Font << Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. /Filter /FlateDecode << There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. In this method, each job is given a rank on the basis of a number of factors. Under this method, jobs are … }�p;�*F3� �c�
METHODS OF J/E • Qualitative Method • Ranking or Job Comparison • Grading or Job Classification • Quantitative Method • Point Rating • Factor Comparison 8. A method of job evaluation in which jobs are compared with each other in terms of compensable job factors. This method is a combination of the weighted point and factor comparison methods. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. 3. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. The match between the job description and the point manual statement reveals the level and points for each subfactor of every job. (b) Factor Comparison: Under this method, a few key jobs are selected and compared in terms of common factors. Each job is rated using the job evaluation instrument. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. Factor Comparison Method. The aim of job evaluation is to provide a hierarchy of jobs that is fair and non-discriminatory. Job evaluation is: “a method of determining on a systematic basis the relative importance of a number of different jobs” Job evaluation schemes are used as the basis for fair pay systems. Points Rating: This is the most widely used method of job evaluation. In this process, job evaluation is done by considering common key elements of different jobs which are then weighted and ranked. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. /F2 9 0 R j� JOB EVALUATION Presented by- Sandeep Singh 2. 856 0 obj
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Sensitive in measuring job differences Enables comparison of dissimilar jobs ... Guide Chart and Profile Method of job evaluation…
Employers can adopt one of several alternate methods. There are several job evaluation methods from which to select. - Under this method , instead of ranking complete jobs, each job is ranked according to a series of factors. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… Factor Comparison Method: Thomas E. Hitten was the first to originate factor comparison method of job evaluation. 4. %%EOF
>> Job evaluation methods Organisations use four basic job evaluation methods, namely the ranking method, the classification method, the factor-comparison method and the mark allocation method. Point-factor method. In the job classification method, descriptions of each … A more systematic and scientific method of job evaluation is the factor comparison method. An organisation usually chooses one of the above-mentioned methods and modifies it to provide for its particular needs. Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. The usual process followed in this method is as under: 1. In the point factor analysis method (also called point method) of job evaluation, the organization identifies the compensable fact ors and breaks them down into degrees. In this way, Hay tries to apply In rating jobs on this factor consideration is given to the ratings of benchmark descriptors and the position’s Job Evaluation Factors For Out-of-Scope Employees Last revised: January 2021 . h�b```�և� A�F���9
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�+[ ш0���(�l�Eȭ@�����i. The objective of job evaluation is to determine which jobs should get more pay than others. This method determines the relative ranks … endobj Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Typically the number of compensable factors is small (4 or 5). The factor-comparison method is yet another approach for job evaluation in the analytical group. Note 2). Each job is rated using the job evaluation instrument. {0Hoa�e������If�Lk��S�*��7�5�0~�Sa`�� Advantages of Factor Comparison Method: (i) It has the ability of handing a large number of jobs and enjoys stability as long as the factors remain relevant. 3. Under this method, one begins with the selection of factors, usually five of them: mental requirements, skill requirements, physical exertion, responsibility, and job conditions. These factors are enumerated below: 1) Skill. - Pay will be assigned in this method by comparing the weights of the factors required for each job. Point Rating method of job evaluation evaluates the compensable factors of each job. Factor Comparison System. As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. The Points were assigned to each job class based on the following factors and subfactors: Table 2: Gender neutral job comparison system Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. In this method, each job is given a rank on the basis of a number of factors. 1 PhD Business Administration, Assistant professor, Department of management and Marketing, University of Bahrain, Kingdom of Bahrain. Factor comparison is a complex quantitative method. %���� subject of Job Evaluation, confronted the generally accepted approach of using the point method scales, when determining job factors in relation to relative job worth. These may include skill, effort, decision making, working conditions, and responsibility for people, finance, or equipment. This method entails the comparison of jobs against other positions within the organization. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. On a high level, the steps for this approach are as follows: Jobs are listed; Evaluation factors are defined; Scoring degrees on these factors are determined ; Per job, points are allocated for each factor; A wage structure is defined Job ranking is one of the easiest techniques that are implemented in job evaluation. 4. 2) Mental effort, 3) Physical effort, 4) Responsibility, and. 2. Under this method, one begins with the selection of factors, usually five of them: mental requirements, skill requirements, physical exertion, responsibility, and job conditions. The most common are job ranking, factor comparison, point evaluation and job comparison methods. These factors are enumerated below: 1) Skill. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … The point method is an extension of the factor comparison method. Typically the number of compensable factors is small (4 or 5). Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. [��B6�o����4��P�;��/���d��߇��N2��y*Y��n^Y?Z��|�)���dy��=� �\��U��J� �o�'����8P�{K57��#���^��2�j�c��O�{� ����{��c��K�^������l���4�Z Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Each factor is then divided into levels or degrees which are then assigned points. Analytical Job Evaluation Methods. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Examples of compensable factors are: Skill; Responsibilities; Effort; Working Conditions. It requires specialists to compare job descriptions with the point manual for each sub-factor. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. 836 0 obj
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Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. 2. Jobs are compared to each other based on the overall worth of the job to the organization. The information obtained in job analysis is recorded in the precise language of a job description. Job ranking. Hay Group’s job evaluation approach,in fact,is the world’s Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Factor comparison definition. Benge in 1926. Job Evaluation Methods There are 4 basic and traditional systems of job evaluation: The Ranking System, Job Classification or Grading system, the Factor Comparison System, and the Point System. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The paired comparison method is particularly applicable when the jobs are significantly different from one another and where a relative measurement promises to yield insight. This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. The point method is an extension of the factor comparison method. 1. In quantitative methods key factors of the job are selected and measured. Rank key jobs according to wages assigned to each factor Step 6. Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors. It was first developed by E.J. The procedure involved is as follows. Next, benchmark jobs … Introduction :: - A more systematic and scientific method of job evaluation. Comparative Methods of Job Evaluation - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. Method of comparison. With this method, you can compare jobs by using rating scales based upon several specific factors. The allotting of marks to various factors and sub – factors is also a difficult job. Distribute wage rates by factors Step 5. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. It is a technique of job analysis, assessment and comparison and ... POINT FACTOR ANALYSIS METHOD OF JOB EVALUATION . 848 0 obj
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The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. Job evaluation refers to the measurement of the value of a job relative to other jobs. The Hay scheme is a factor comparison system which provides the facility for checking the A more detailed description on these methods of job evaluation is … >> Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors.. %PDF-1.5 Quantitative Job Evaluation Methods •Factor Comparison Job Evaluation Method Step 1. This factor plan was, in turn, used to evaluate a sample of 54 jobs carried out in the Company. Perhaps the simplest method of job evaluation is the ranking method. The points for each factor are summed to form a total point score for the job. Factor-Comparison Method. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. stream It tries to make a systematic comparison b/w jobs to assess their relative worth for the purpose of establishing a rational pay structure. The most common are job ranking, factor comparison, point evaluation and job comparison methods. While many variations of these methods exist in practice, the three basic approaches are described here. Obtain job information Step 2. There are many different types of job evaluation systems to choose from. There are several job evaluation methods from which to select. �D���9I�W�W�t�\�Ӝ�:��P2�4�� I:P/. 2) Mental effort, 3) Physical effort, 4) Responsibility, and. Point factor method is most representative and most widely used job evaluation method. %PDF-1.6
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Analytical Job Evaluation Methods. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … Factor Comparison or Weight-in-Money Method. A more detailed description on these methods of job evaluation is … Ideally, all factors should be present in all the jobs being evaluated to some degree, so that each job can be scored under each factor heading. /Contents 4 0 R (ii) The workers acceptance of the system is favourable because it is more systematic and objective than other job evaluation methods. Key Words: Job Evaluation, Point Rating, Factor Comparison, Factor Plan, Linear Programming. In practice, for the job evaluation to be ‘ felt fair Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. /F4 15 0 R Examples of compensable factors are: At the end, a nal rank order was established for a meaningful base to build up a grade structure. Hence, they need to choose other methods of evaluation while for small companies, it is perfect as it will take less time, money, and other resources. The job evaluation factors for the new management classification plan are: • Managerial and Consultative Role – 6 levels • Impact – 10 levels ... by comparison to level definitions within the factor and confirming through comparison to benchmark descriptors. Ranking method. Rank key jobs by factor Step 4. With competition outside firms increasing, external labor market price has more and more influence on internal labor market price since 20cen80s, traditional point factor method developing before and after The factor-comparison method is yet another approach for job evaluation in the analytical group. The methodology underlying the approach contributes to a minimum of.job evaluation where jobs are compared to each other on a factor basis in order to. Skill, physical and mental effort, responsibility and working conditions are the main factors used. /Length 3384 job analysis is recorded in the precise language of a job description. /F3 12 0 R 0
4. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. RANKING METHOD • Simplest form • Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. The Hay Guide Charts® are proprietary instruments that yield consistent and legally defensible work evaluations. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. /ProcSet [/PDF /Text ] endstream
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Job evaluation is the process to assess the relative value of a job in an organisation by comparing it with other jobs within the organisation and with job market outside. The ranking is provided to the job on the basis of this comparison. �%0�iUfi3 ����c? Of all job evaluation methods, the point-factor method is probably the best known. Factor-Comparison Method. 2. Job evaluation or job grading involves - describing a job in the smallest detail - grading that particular job in relation to other jobs within the same unit, branch, or industry - laying down wages accordingly There are a number of different job evaluation systems used in South Africa. Job Evaluation 1. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Factor Comparison Method . This is a grading system. Job evaluation refers to the measurement of the value of a job relative to other jobs. /MediaBox [0 0 595 842] The Paterson System 2 Classification method Grading method 2. >> Job evaluation is a formal, systematic process to determine the relative worth of jobs within an organization. hUmO�0�+�qb~�R�Q�FiG�˄���FK�� ����H�4E�9�����sg+P����(iPrPL�`�D)�q& /Resources << The Factor Comparison Method - This method is a combination of the ranking and point system. This method is a combination of the weighted point and factor comparison methods. In his article “characteristics of factor comparison job evaluation”, (Hay (1), 1946), Hay had expressly shown his confidence and belief in the judgement of the skilled and well trained evaluators to present/produce equal intervals; usually geometrically increased, from lower to higher jobs. x^�\Y�ܸ~�_я�V�KG����F/v6/A��ػ�x��������U$�E��n��[U��c]���ՏW/��~��؉�����U��?������y�+��L'wS�;�wן������_]}u}�M "wB� zeI(�����8���$�v�(�V�����v/�?גVc�N$:ECwc��PMC�n��
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��a Csh��EJ�ܵbn�v? 3 Factor comparison method or Point. Factor comparison is a complex quantitative method. /Type /Page Job classification. It attempts to make a methodical comparison between jobs to assess their relative worth for the purpose of establishing a … Select key benchmark jobs Step 3. What is job evaluation? Jobs are evaluated based on content and value. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. EVALUATION SYSTEM page 19.Every job evaluation method requires at least some basic job analysis in order to. Analytical Job Evaluation Methods. Job ranking is the simplest and easiest job evaluation method. Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System … On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method. A gender neutral job comparison system was used to measure the value of each job class. (a) Point Rating: It is the most widely used method of job evaluation. Gaining agreement on the measurement definitions may take several weeks, depending on the makeup of the job evaluation committee and the perspectives of its members. Each factor is then divided into levels or degrees which are then assigned points. It is therefore useful for business situations which typically involve setting priorities in the context of limited resources. The points for each factor are summed to form a total point score for the job. Instead of ranking by complete jobs, under the Factor Comparison method evaluators rank each key job by predetermined factors. It is often used in evaluating, the managing administrative and white-collared jobs. There are many different types of job evaluation systems to choose from. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. Under it, jobs are divided into component factors. The human management and senior management team incorporates one the methods that is geared to managing the evaluation … >> 2. prepared. It … /Parent 2 0 R Hay Job Evaluation: Foundations H ay Group pioneered the “factor comparison”job evaluation method and modified it in its Guide Charts in the early 1950s. STEP 2: Select a job evaluation method The process of defining a job is called job analysis. 3 0 obj /F1 6 0 R The Hay method of job evaluation was devised in 1943 and has been designed so that one scheme could be applied fairly to all job types. ��� ���(�`%�V�z�B�v�r���q&g. The measurement of the factors required for each factor are summed to form total... 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