In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. It involves a more detailed, quantitative and analytical approach to the measurement of job work. Learn about the non analytical and analytical methods of job evaluation. The simpler or the easiest to perform is the job ranking method. Usually workers have A list beginning with the most important job and ending with the least important is then prepared. With point methods of job eval uation, organizations usually have a series of job evaluation plans. Point Rating technique is the most widely used system of job evaluation. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. 8 Methods of Job Evaluation. In this method the jobs are taken as a whole and ranked against each other. You can change your ad preferences anytime. Job evaluation as a process is advantageous to a company in many ways: Surplus value theory – wage theories - compensation management - Manu Melwin... No public clipboards found for this slide. Thank you! setting up the job evaluation system. Free + Easy to edit + Professional + Lots backgrounds. Perhaps the simplest method of job evaluation is the ranking method. May work well for smaller companies. Uses minimum amount of factors from benchmark jobs, 1. The evaluation of job under this method consists of following steps: (a) Select the factors and define them clearly. Now customize the name of a clipboard to store your clips. Under it, jobs are divided into component factors. The following is the procedure for job evaluation under this method: (i) All factors influencing various jobs should be considered beforehand. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. The Paterson System requires written job descriptions that should be read and signed by the workers. The ranking method is one of the simplest methods of job evaluation. Job evaluation is about the job and not the person doing the job. 1. So, download our Job Evaluation PPT template right away. Concept of Job Evaluation. The importance of each job should be determined with reference to the factors such as skill, experience, working conditions etc… Job analysis is defined as a process of determining the skills, duties and responsibilities, in a systematic way, required for a particular job. (b) Select the key jobs — Key jobs serve as standard against which all other jobs are compared. If you continue browsing the site, you agree to the use of cookies on this website. In other words, Job Evaluation measures the worth of each job in terms of money. Adjusting salary structure 2. Looks like you’ve clipped this slide to already. There are several job evaluation methods from which to select. It is designed to help you explore the options you have when creating your program and project designs. See our Privacy Policy and User Agreement for details. Update your pay grades and management, conditions and job information in job and duties and degree or a wage. Under the point method, a detailed analysis of job’s worth is made for determining the fair wages. Thus job evaluation is a method which commences from job evaluation from job analysis but it ends at a point where the worth of the job is determined by ensuring internal as well as external pay equity. The Korn Ferry Hay Group Guide Chart-Profile Method of Job Evaluation is the most widely accepted method worldwide, in use by over half of the world’s largest employers and thousands of organizations in every sector of the global economy. Job placement Permits, inspections, certifications. See our User Agreement and Privacy Policy. Job-evaluation methods are of two categories (1)Non-analytical and (2) Analytical; 9 Job Factors. The method evaluates the compensable factors of each job. While many variations of these methods exist in practice, the three basic approaches are described here. Points Rating: This is the most widely used method of job evaluation. Job Evaluation Methods. Design the Way You Want It is a process which is helpful even for framing compensation plans by the personnel manager. HRM It is the process of establishing the value of jobs in a job hierarchy. Training 3. Specific factors have job evaluation methods ppt, comparison are misused in interpretation of its place! AND WHY TECHNOLOGY IS IMPORTANT, Job Analysis, Job Description, Job Evaluation & Analytics, Mercer 2010 Emea Hr Transformation Survey Copy, No public clipboards found for this slide. Clipping is a handy way to collect important slides you want to go back to later. They are:- 1. Look especially for distinguishing features of jobs and relationship to other jobs. They then decide on how many job writers they have to train to write up the job descriptions. Process of systematically determining the relative worth of jobs to create a job structure for the organization. Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he highest to the lowest on the basis of their importance in the organization. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. Does not consider market compensation rates. Skill ; Education ; Experience ; Initiative ; Effort ; Physical Demand ; Mental Visual Demand; 10 Job Factors. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. 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