Job Evaluation Method-Dr Gulnaz.pptx
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Job evaluation methods determine the relative worth of jobs within an organization. There are three main methods: the ranking method which ranks jobs from highest to lowest value; job classification which assigns jobs to pre-defined grades or classes; and the point method which identifies compensable factors for jobs and scores the degree to which each factor is present.
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Job Evaluation Method-Dr Gulnaz.pptx
- 1. Job Evaluation Method Miss Gulnaz
- 3. Job evaluation methods Job evaluation can be defined as a systematic process designed to determine the relative worth of jobs within an organization.
- 4. Job evaluation methods Ranking Method Job classification (or job grading) Point method’s
- 5. Job evaluation methods Ranking Method Job classification (or job grading) Point method’s The ranking Method is simple system that places jobs in order, from highest to lowest, by their value to organization For Example, A restaurant restaurant manager bookkeepers and accountants chefs and cooks dishwashers servers and bartenders
- 6. Job evaluation methods Ranking Method Job classification (or job grading) Point method’s Description of job classes are written and than each job is put into grade according to the class it best match. e.g., Government pay scale, army with ranks like private, corporal, and general
- 7. Job evaluation methods Ranking Method Job classification (or job grading) Point method’s The point method involves identifying several compensable factors for the jobs as well as the degree to which each factor is present in each job
Editor's Notes
- Employers use two basic approaches to setting pay rates: market-based approaches and job evaluation methods. Many firms, particularly smaller ones, simply use a market-based approach. Doing so involves conducting formal or informal salary surveys to determine what others in the relevant labor markets are paying for particular jobs. They then use these figures to price their own job .
- Job evaluation is a formal and systematic comparison of jobs to determine the worth of one job relative to another. We could compare the jobs by focusing on certain basic factors the jobs have in common. In job evaluation we collect the information in job analysis to systematically determine the value of each job in relation to all jobs within the organization. The basic principle of job evaluation is this: Jobs that require greater qualifications, more responsibilities, and more complex job duties should receive more pay than jobs with lesser requirements. Identifying compensable factors plays a central role in job evaluation. You usually compare each job with all comparable jobs using the same compensable factors. However, the compensable factors you use depend on the job and the job evaluation method. For example, decision making might make sense for a manager's job, but not for a cleaner’s job.