1. The document outlines the process of job evaluation which includes gaining acceptance from employees, creating a job evaluation committee, finding jobs to evaluate, analyzing and preparing job descriptions, selecting an evaluation method, and classifying jobs. 2. A job evaluation committee consisting of employees, union representatives, and HR experts is created to evaluate key jobs in each department and ensure they represent the types of work performed. 3. The process involves preparing job descriptions, analyzing job needs, selecting an appropriate evaluation method based on job factors and organizational needs, and arranging jobs in order of importance using criteria like skills, experience, responsibilities, supervision needs, and stress.

1. Sri Dharmasthala Manjunatheswara
College ( Autonomous ) Ujire
Process of Job Evaluation.
Department of
Business Administration
Presenter :-
Ganesh Gouda
2nd BBA
R.No : 201011
Venue :
Class Room
Date of Presentation
DD MM YY
Topic

2. 1. Gaining Acceptance from Employees.
2. Creating a job evaluation committee.
3. Finding the job to be evaluated.
4. Analyzing & Preparing a job Description.
5. Selecting the method of evaluation.
6. Classifying the jobs.
Process of Job Evaluation :

3. 1. Gaining Acceptance from Employees.
Before undertaking job evaluation, top management
must explain the aims and uses of the program to the employees and unions. To elaborate
on the program further, oral presentations could be made. Letters, booklets could be used
to classify all relevant aspects of the job evaluation program.

4. 2. Creating a job evaluation committee.
A single person can’t evaluate all the key
jobs in an organization. Usually, a job evaluation committee consisting of experienced
employees, union representatives, and HR experts is created to set the ball rolling.

5. 3. Finding the job to be evaluated.
Every job need not be evaluated. This may
be too taxing and costly. Certain key jobs in each department may be identified. While
picking up the jobs, care must be taken to ensure that they represent the type of work
performed in that department.

6. 4. Analyzing & Preparing a job Description.
This requires the preparation of a job description and also
an analysis of job needs for successful performance.

7. 5. Selecting the method of evaluation.
The most important method of evaluating the jobs must
be identified now, keeping the job factors and organizational demands in mind.

8. 6. Classifying the jobs.
The relative worth of various jobs in an organization
may be found out after arranging jobs in order of importance using criteria such as skill
requirements, experience needed under which conditions job is performed, type of
responsibilities to be shouldered degree of supervision needed, the amount of stress
caused by the job, etc.