Job evaluation is a process that determines the relative worth of jobs in an organization to establish equitable wages. It provides an objective method for ranking jobs and removing inequalities. Any disputes over wages can be referred to the job evaluation committee. However, human bias cannot be fully eliminated and evaluations require regular updates as technology changes. Additionally, introducing job evaluation involves substantial costs and changes that concerns may not be able to financially support. It can also introduce inflexibility compared to considering labor supply and demand when determining wages.

1. JOB EVALUATION
Advantages and Disadvantages

2. Job evaluation
“Job evaluation is a process of determining the
relative worth of the various jobs within the
organization ,so that differential wages may be
paid to jobs of different worth.”

3. • Job evaluation is an objective method of ranking jobs
• It helps in removing in equalities in wage structure.
• The grievances arising out of relative wages are easily removed because
these are based on a definite criteria . It also helps in improving
management employee relation
• It leads to greater uniformity in wages rate, thus simplifying wage
administration.
• The information collected for job evaluation may also help in improving
selection transfer promotion procedures on the basis of comparative job
requirements.
• Any dispute arising for wages can be settled by referring it to job
evaluating committee.
• The change in technology also changes job contents. Job evaluation help in
reviewing job rates.
• It also provides a sound basis for bonus schemes and help in job
classification and work simplification.
Advantages of job evaluation

4. Disadvantages of job Evaluation
• Human bias cannot altogether be eliminated from any job evaluation method
even if efforts are made to make it systematic.
• The factor selected for job evaluation sometime overlap. The weightage given
to them and their reliability become questionable.
• Job evaluation with have to be done regularly because the technology changes.
• There are apprehensions in the mind of employees when job evaluation is
introduces for the first time. It may be created doubts in the mind of those who
are evaluated.
• Job evaluation programme takes long time and requires substantial changes in
the present set up. These changes may be costly affair and concern may not be
able to bear this financial burden.
• This system introduces inflexibility. The demand and supply of labour is the
main reason for wage differentials.
• There may be a conflict about the factors to be selected for job evaluation.
Worker insist on the inclusion of some factors favorable of them.

5. Example