The document discusses different techniques for job evaluation, including ranking and classification methods, to assess the relative worth of jobs and establish equitable wage differentials. It covers topics like job analysis, benefits of job evaluation, processes involved, and how ranking and classification methods work by arranging or grouping jobs based on factors like difficulty, skills required, and value to the organization. The overall purpose of job evaluation is to link pay to job requirements and develop a fair wage structure.

1. Gandhinagar Institute
of Technology
AlA Presentation
Subject:- IE (2161907)
Topic name:- Job evolution
Prepared by:- jani Parth (150120119051)
guided by:- Prof. Himanshu Barot

2.  Contents
1.Introduction
2.Job analysis
3.Techniques of job evaluation
4.Process of job evaluation
5.Benefits of Job Evaluation
6.Ranking Method
7.Classification method (Grading method)

3. 1. introduction
 It is technique assessing the relative worth of jobs
qualitatively for establishing wage differential.
 The difference between jobs are measured on the basis of
job requirement only.
 if the difference expressed numerically, it is called job
rating.
 Job evolution is also regarded as measure of job difficulty

4. 2. Job analysis
Job analysis is determination of the task which comprises job
Purpose of job analysis:-
1. To determine the best way off doing job and to establish the
standard method
2. To prepare job fixation for selection of personnel with proper
qualification
3. To determine duties, responsibilities and other similar factors of
job.
4. To determine the relative job worth for establishing wages rates

5. 3. Techniques of job evaluation
There are broadly two techniques of job evaluation:-
1. Non-quantitative of job evaluation
i. Ranking method or job grading method
2. Quantitative
i. Factor comparison method
ii. weighted-in-money method

6. 4. Process of job evaluation

7. 5. Benefits of Job Evaluation
 Link pay with the requirements of the job.
 Systematic procedure for determination the relative worth of
jobs.
 Outcome is an equitable wage structure.
 Employees and unions are also an active part of the Job
evaluation process.
 Helps in evaluation of new jobs.
 Points out possibilities of more appropriate use of the plant’s
labour force.

8. 6. Ranking Method
 As per this method, jobs are arranged from highest to lowest,
in order of their values or merit to the organisation.
 Jobs can also be arranged according to the relative difficulty in
performing them.
 The job at the top has the highest value and job at the lowest
has the lowest value.
 Jobs are arranged in each department and then department
ranking are combined to develop an organisation ranking
Cont.

9. …
 Merits of Ranking Method
1. Simple to understand and practice.
2. Best suited for small organisation.
 Demerits of Ranking Method
1. Ranks are highly subjective in nature.
2. Rankings are difficult to develop in large complex organisation.
3. May offend employees.

10. 7. Classification method (Grading method)
• According to this method, predetermined number of job
groups or job classes are established and jobs are assigned to
these classifications. This method places groups of jobs into job
classes or job grades. Separate classes may include office,
clerical, managerial, personnel, etc. Following is a brief
description of such a classification in an office.
 Class I - Executives: Further classification under this category
may be Office Manager, Deputy office manager, Office
superintendent, Departmental supervisor, etc.

11. …
 Class II - Skilled workers: Under this category may come
the Purchasing assistant, Cashier, Receipts clerk, etc.
 Class III - Semiskilled workers: Under this category may
come Machine-operators, Switchboard operator etc.
 Class IV - Unskilled workers: This category may
comprise peons, messengers, housekeeping staff