Goal of Job Evaluation Define defensible Retain high ranking system potential based on employees rational and acceptable pay structure. Attracting Clarification of desirable job job structures candidates
FACTORS IN JOB EVALUATIONJob evaluators often assess jobs based on thesefactors:
Steps in job evaluationIntroduce the concept of job evaluation.Obtain management approval for the evaluation.Train the job evaluation selection team.Review and select the job evaluation method.Gather information on all internal jobs.Use information to fully expand job descriptions.Use the selected job evaluation method to rank jobs hierarchically or ingroups.Link the ranked jobs with your compensation system or develop a newsystem.Implement the job evaluation and compensation systems.Periodically review your job evaluation system and the resultingcompensation decisions.
Class I - Executives: Further classification under this category may be Office Manager, Deputy office manager, Office superintendent, Departmental supervisor, etc. Class II - Skilled workers: Under thiscategory may come the Purchasing assistant, Cashier, Receipts clerk, etc. Class III - Semiskilled workers: Under this category may come Stenotypists, Machine- operators, Switchboard operator etc. Class IV - Unskilled workers: This category comprises Daftaris, File clerks, Office boys, etc.
Point values for Degrees TotalFactor 1 2 3 4 5Skill 10 20 30 40 50 150Physical effort 8 16 24 32 40 120Mental effort 5 10 15 20 25 75Responsibility 7 14 21 28 35 105Working conditions 6 12 18 24 30 90Maximum total points of all factors depending on their importance to job = 540 (Bank Officer)
Point range Daily Wage rate (Rs) Job grades of key bank officials500-600 300-400 1 Officer600-700 400-500 2 Accountant700-800 500-600 3 Manager I Scale800-900 600-700 4 Manager II Scale900-1000 700-800 5 Manager III Scale
FACTOR COMPARISON Job evaluators rank jobs that have similar responsibilities and tasks . The evaluators then analyze jobs in the external labor market . Jobs across the organization are then compared to the benchmark jobs according to the market rate of each jobs compensable factors to determine job salaries.