The document discusses three basic methods of job evaluation: ranking, classification, and factor comparison. It provides details on how each method works. Specifically, it explains that the ranking method simply arranges jobs from highest to lowest value. The classification method groups similar jobs into categories or classes. The factor comparison method evaluates jobs based on compensable factors like skills, effort, and responsibility. It then provides an example of how factor comparison assigns pay rates to jobs.

1. Three Basic Job Evaluation Methods
Job Evaluation Methods
There are three basic methods of job evaluation: (1) ranking, (2) classification, (3) factor
comparison. While many variations of these methods exist in practice, the three basic approaches are
described here.
Ranking Method
Perhaps the simplest method of job evaluation is the ranking method. According to this method,
jobs are arranged from highest to lowest, in order of their value or merit to the organization. Jobs
also can be arranged according to the relative difficulty in performing them. The jobs are examined
as a whole rather than on the basis of important factors in the job; and the job at the top of the list
has the highest value and obviously the job at the bottom of the list will have the lowest...show more
content...
Pay will be assigned in this method by comparing the weights of the factors required for each job,
i.e., the present wages paid for key jobs may be divided among the factors weighed by importance
(the most important factor, for instance, mental effort, receives the highest weight). In other words,
wages are assigned to the job in comparison to its ranking on each job factor.
The steps involved in factor comparison method may be briefly stated thus:
Select key jobs (say 15 to 20), representing wage/salary levels across the organization. The selected
jobs must represent as many departments as possible.
Find the factors in terms of which the jobs are evaluated (such as skill, mental effort, responsibility,
physical effort, working conditions, etc.).
Rank the selected jobs under each factor (by each and every member of the job evaluation
committee) independently.
Assign money value to each factor and determine the wage rates for each key job.
The wage rate for a job is apportioned along the identified factors.
All other jobs are compared with the list of key jobs and wage rates are determined.
An example of how the factor comparison method works is given below:
Table: Merits and Demerits of Factor Comparison Method

2. Merits
Demerits
Analytical and objective.
Reliable and valid as each job is
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3. Qualitative Research Evaluation Essay
EVALUATION DATA RESEARCH
Qualitative research seeks to answer the "why" and not the "how" of the research project that is
being conducted, this is done through a complex system of analyzing unstructured information such
as survey's , questionnaires, interviews, interview transcripts, open end survey's, focus groups,
observations, emails, notes, video's, feed back forms and photo's; most of the time a qualitative
report won't depend on statistical evidence alone it must be accompanied by detailed facts and
proven facts and not hypotheses or in accurate data, this can lead to misunderstanding of data
findings and can through the whole aim of the research project off and waste valuable time.
A qualitative research project is mainly used...show more content...
According to (Bamberger, et, al, 2006) the purpose of the interview is to elicit information about and
from the stakeholders experience, perceptions, and meanings, this is critical in a qualitative research
project it helps to understand what is being asked of the stakeholder. Interview data also incorporates
the stakeholders personal perspective, and gives confirmation of the data through direct observation,
or from other stakeholders involved in the research project; by eliciting the input of observation data
this helps to confirm to the researcher the intent of the stakeholder, it also shows their behavior, and
their personal meaning. Documentary and artifactual data includes texts, photos, and other tangible
items from the site that they are being collected from, analyzed and reviewed. By reviewing the
documents artifacts and materials of a culture provides the researcher with an unobtrusive method of
gaining information and may offer other forms of information that's unavailable from any other data
source. According to (Bamberger, et, al, 2006) journals, artifacts, photo's and artwork may provide
information of occurrences that have happened before the evaluators arrival. As in all research
projects documents and artifacts include the perspective and the biases of their human creator,
therefore each item must be considered
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4. Job Evaluation Schemes Essay example
Factors/Explanation of a Job Evaluation Scheme: A job evaluation scheme is "a method to
determine the value of each job in relation to all jobs within the organization." A job evaluation
process is useful because sometimes job titles can be misleading– either unclear or unspecific– and
in large organizations it's impossible for those in HR to know each job in detail. The use of job
evaluation techniques depends on individual circumstances. Job evaluation is often used when:
establishing the relative value or size of jobs or roles, providing as objective as possible a basis for
placing jobs or roles within a grade structure, making certain that consistent decisions will be made
about grading jobs or roles, and certifying that...show more content...
Job descriptions should, however, enable jobs to be assessed according to a common standard, and
the people responsible for the preparation of the job descriptions should be trained in the importance
of ensuring that these do not omit aspects of women's jobs nor over–emphasize those job
characteristics which are missing from jobs typically performed by women. Different job titles
should reflect differences in the work being done. Job evaluation schemes can also take the form of
analytical schemes. An analytical scheme in contrast to a non–analytical scheme has a completely
different rationale. An analytical scheme breaks a job down into different components based on
specific criteria. These criteria are awarded a points value based on a pre–determined weighted
value. They are then placed in ranking ordering. This rationale is different than the non–analytical
method because this method leaves little room for error. Analytical methods are the most effective
of the job evaluation schemes because so much time and effort is put into first breaking down the
jobs, and then deciding on a rating scale for each of the criteria. An example of an analytical scheme
is the point method. The point method focuses on breaking the jobs down into specific
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5. 360-Evaluation Methods
Products / Services: The industry provides a service, such as consulting. This organization focuses
on finances and are able to assist customer on re– establishing themselves financially. The customers
would consist of individuals who are have a difficult time on achieving financial their goals, such as,
purchasing a home or need assistance in enforcing their finances. Structure: The structure of the
organization is lateral. The employees of the company input their ideas to strategize of how the
organization will be profitable and be successful. The size of the organization consists of 10 people,
though, it is still growing. Currently, the organization is one community, however, the objective is to
grow and develop in other communities. This organization is a non–profit...show more content...
These are embodied in the employees and they are observed to ensure they input these values within
their daily interaction with their co–workers, customers, or partners. One emphasis is to assure it
becomes a habit and help the employees grow with improvement. Evaluation Methods The
360–evaluation method would be the most effective. The employees would take a self–assessment
and compare the information that is provided from the manager. The employee and manager will
discuss what needs improvement and what has been accomplished. Although, there is always room
for improvement regarding the employee. The evaluation will occur every six months to ensure the
employees are up–to–date on the standards of their positions and this will also determine if there are
eligible for a raise or a bonus. Reward Systems To reward the employees, they would calculate who
has most success in the organization, such as, who was acquired the highest customer service rating,
and there will also be recognition for employee of the
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6. Performance Evaluation Essay
There is a purpose in doing performance evaluations, in which it helps management make general
human resource decisions. Performance evaluations provide input to help make important decisions
such as promotions, transfers and even terminations. Also, could help to identify training and
developments they need, as well help develop programs and providing feedback to employees on
how they performed on their review. Performance evaluation can help to see who will get merit pay
increases and other rewards. In the scenario, I have three concerns about the evaluation that our
manager is using. The first concern is the three items that they used to evaluate, friendliness, neatness
and attitude, which are not in itself a dreadful start, but...show more content...
When using individual task outcome; you could be evaluated on such things as the quantity
produced, the scrap generated in production, and the cost per unit. Evaluating behavior, you would
look at how the employee is helping other coworkers, making suggestions for improve the work
environment, and volunteering for additional duties. The behavior is the focus on interaction
towards others and the organization. Evaluating traits are a little more trickery than the other two
because it is farthest removed from the actual performance of the job. When looking at traits, you
look to see if the person has a respectful attitude, do they show confidence in their job, are they
dependable, and are they always busy, or do they possess a wealth of experience. These traits are
routinely used as criteria for assessing an employee's level of performance. When using a method
like the 360–degree to give a performance evaluation has a great advantage for everyone. It helps
give the employees in an organization a sense of participating in the process of the person
evaluation. By including coworkers, customers, and subordinates; it allows a more accurate
reading on the employee's evaluation. Each of these people can give various views about the
employee because each one is from different parts of the organization, or even an outside source
review on the person can be very valuable. In our scenario, it could be good
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7. Process Evaluation
A process evaluation is a tool utilized to identify the key components of intervention that are
effective and under what conditions. Additionally it also evaluates the extent to which a program is
being implemented as planned. A process evaluation can be broken down into six steps which are
depicted in the diagram below. In order to engage stake holders the process must begin at the
evaluation cycle. Stakeholders in regards to our program include those who are directly involved
with program operations. This includes the staff utilized to procure supplies and equipment, those
involved in the delivery of supplies equipment, those who distribute educational materials, those that
perform diabetic testing and those that interact with the target...show more content...
Credible evidence is very important in order to ensure stakeholder engagement and to strengthen the
evaluation finding and recommendations. Credible evidence regarding our program will be
gathered from key indicators. A key indicator is a specific, observable, and measurable component
that supports the goal or premise of the program. Our key indicators include survey data, service
utilization, observations of staff, interviewing the target population and solicitation of feedback.
Specific milestones regarding these indicators are delineated in the program goals and
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