Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing factors like responsibilities, output, decision-making authority, and skills required for different jobs. The objectives of job evaluation include establishing a hierarchy of jobs, ensuring equal pay for jobs of equal worth, and minimizing wage discrimination. The key principles are rating the job scope not the employee, gaining employee cooperation, and reaching consensus. The process involves defining job descriptions, selecting a evaluation plan, grading jobs, installing the program, and maintaining it over time.

1. JobEvaluation
Presented by :-
Saurabh Kumar
MBA

2. Definitionandscope
• Jobevaluation isthe processof determining the
worth of onejob in relation to that of the
other jobs in a company.
• Isaprocessof determining the relativeworth of
a job.
• Aneffort todetermine the relative valueof
every job in anorganization.
• Apractical technique to judge the sizeofonejob
relative to others.

3. Definition and scope (continued)
Studyingor analyzingthe value, importance, and
necessityof aparticularjob
Keyfactors consideredfor Jobevaluationare:
• Volume of Responsibilities
• Output/deliverables
• General/Specialty
• Decision makers/decision followers
• Emerging needs of the company

4. Objectives of JobEvaluation
• Togather data and information relating to job
description, job specification and employee
specificationsof various jobs in anorganization.
• Tocompare the duties, responsibilities and
demands of ajob with that of other jobs.
• Todetermine the hierarchy /rank basedon jobsin an
organization.
• Toensureequal wagesare fixed to the jobsof equal
worth orvalue.
• Tominimize wagediscrimination basedon sex, age,
caste,region, religion etc.

5. Principles of Jobevaluation
• Ratethe job but not the employee.
• Elements/ tasksselectedshould beeasilyunderstood, defined
clearly andproperlyselected.
• Employeeconcernedandsupervisorsshould beeducated and
convincedabout theprogram else they may resist.
• Supervisorsshould beencouragedto participate inrating the
jobs becausethey have a better idea about the specificjobs..
• Encourageemployee cooperation to participate inthe rating
program.
• Consensuswith the supervisorsandemployeesonrating.
• Shouldbeacollective effort, chanceforequal
representation from alldepartments.

6. Proceduresin Jobevaluation
• HRtakesthe lead in this exercisewith approval from
higher authorities.
• Analyzeand prepare job description.
• Selectand prepare ajob evaluationplan(job
shouldbe divided into detailed tasksand
positions)
• Classifyjobs (assigningmoney valuesto each class).
• Install /roll out the program.
• Maintain / upgrade the program.

7. Process of job evaluation
1. Preliminary Stage:- Required information is
obtained about present arrangements. Decision is
taken whether to revise the existing one or to
create a new one.
2. Planning stage:- Evaluation program is drawn up
and job holders to be affected are informed about
it.
3. Analysis stage:- Required information about the
sample of jobs is collected. It serves as the base
for the internal and external evaluation of jobs.

8. Process (continued)
4. Internal evaluation stage:- The sample of benchmark
jobs are ranked by the means of chosen evaluation
schemes. Jobs are then graded and relative worth of the
jobs is ascertained.
5. External evaluation stage:- In this stage information
is collected about market rates at that time.
6. Design structure :- Now after step 5 and 6, grades of
the jobs have been ascertained the salary structure is
designed in this stage.

9. Process (continued)
.
7. Grading stage :- In this stage salaries are slotted in a
salary structure.
8. Developing and maintenance stage:- In this stage,
procedures for maintaining the salary structure are
developed with a view to grade new jobs into the
structure and reporting the existing jobs in the light of
changes in their responsibilities and market rates.