The document discusses the classification/grading method of job evaluation in compensation management, which categorizes jobs into predetermined groups based on their nature and responsibilities. It outlines four job classes: executives, skilled workers, semiskilled workers, and unskilled workers, highlighting the method's objective nature compared to traditional ranking methods. However, it also notes weaknesses such as oversimplification and potential subjective judgment in job classification.

1. Classification/Grading Method of Job Evaluation
Compensation Management

2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com

3. Classification/Grading Method of Job Evaluation
• According to this
method, a
predetermined
number of job
groups or job classes
are established and
jobs are assigned to
these classifications.

4. Classification/Grading Method of Job Evaluation
• This method places
groups of jobs into job
classes or job grades.
Separate classes may
include office, clerical,
managerial, personnel,
etc.

5. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class I - Executives:
Further classification
under this category
may be Office Manager,
Deputy office manager,
Office superintendent,
Departmental
supervisor, etc.

6. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class II - Skilled
workers: Under this
category may come
the Purchasing
assistant, Cashier,
Receipts clerk, etc.

7. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class III - Semiskilled
workers: Under this
category may come
Stenotypists, Machine-
operators, Switchboard
operator etc.

8. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class IV - Unskilled
workers: This category
may comprise peons,
messengers, house
keeping staff, File clerks,
Office boys, etc.

9. Classification/Grading Method of Job Evaluation
• The job grading method
is less subjective when
compared to the earlier
ranking method. The
system is very easy to
understand and
acceptable to almost all
employees without
hesitation.

10. Classification/Grading Method of Job Evaluation
• One strong point in
favour of the method is
that it takes into account
all the factors that a job
comprises. This system
can be effectively used
for a variety of jobs.

11. Classification/Grading Method of Job Evaluation
• The weaknesses of the
Grading method are:
– Even when the
requirements of different
jobs differ, they may be
combined into a single
category, depending on
the status a job carries.
– It is difficult to write all-
inclusive descriptions of a
grade.

12. Classification/Grading Method of Job Evaluation
• The weaknesses of the
Grading method are:
– The method oversimplifies
sharp differences between
different jobs and different
grades.
– When individual job
descriptions and grade
descriptions do not match
well, the evaluators have
the tendency to classify the
job using their subjective
judgements.