In some organisations geometric progression is used for assigning weightages. As a matter of fact, math­ematical precision is not possible in quantifying the value of each factor. After classifying the factors, the evaluators create a monetary scale, containing each of the five universal factors. It is difficult to compare jobs which have equal value/ worth. Inequities in salary rates of key jobs will further affect the non-key jobs in terms of their evaluated worth. All my papers have always met the paper requirements 100%. vi. It looks to entirety of job, not some aspects of job. THE HAY METHOD OF JOB EVALUATION History and development. Since, emphasis is given on ‘point’ factor not ‘money’ factor, this evaluation technique is unbiased and not influenced by any factor. However, it fails to indicate the degree of difference between each grade. USA, California. The most important job comes on the top and the least important one on the bottom. iii. It might seem impossible to you that all custom-written essays, research papers, speeches, book reviews, and other custom task completed by our writers are both of high quality and cheap. The existing position of a job in the hierarchy of jobs and the rater’s personal judgement are important factors which affect ranking more than the objective criteria like mental, physical and other requirements of a job. It was based on the Compound File Binary Format. It is the pursuit of the truth with the help of study, investigation, observation, comparison and/or experimentation.
4. Also, I almost never read from the PPTs. The comparison of factor by factor, sometimes, allocating points or monetary sums for each factor is made for meaningful interpretation. For job classification, you are required to write descriptions for different categories of jobs, after which you need to develop standards for each job category by describing the key characteristics of those jobs in the category and then finally consider similarities among tasks and contributions of the jobs to the organization’s overall goals and match the jobs to the categories. v. It does not indicate the distance between jobs ranked. For example, you may determine that skill is one of the factors. The key jobs are ranked on a factor by factor basis and the organization ranks each of such key jobs from top to bottom, for each of the factor. job evaluation method also serves as the basis for many other important human capital applications, such as clarifying organization structures, defining job interdependencies and accountabilities; identifying capability requirements needed for talent development, and setting competitive pay practices. The nature of work is combined with the salary range to show that there is a direct relationship between the rating of the importance of the job and the salary paid. Everything you need to know about the methods and techniques of job evaluation. Under this method components / factors of jobs are ascertained and defined, degrees of each factor in jobs are decided, points are assigned for each degree of each factor, corresponding points of each factor are summed, jobs with similar point value are placed in similar pay grade / scale. Keep up the good job guys. Using the most common and most suitable method can give you the security that your pay structures ensure equity in pay. Evaluation of all other jobs in organization, through comparing each job to the key jobs on a factor by factor basis. Jobs are often arranged according to the relative difficulty in performing them. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Conceptually, this is easy to understand and implement, particularly for a smaller organisation. Human resources managers evaluate jobs at companies to help place them into the organization chart, determine the qualifications needed to fill those jobs, assign titles, and help set appropriate benefits and compensation levels. The job, which carries the highest value to the company, is paid the most, and vice versa. This serves as a useful check on the suitability of key jobs originally selected. iii. The disadvantages are that job classification method is subjective, so jobs might fall into several categories. a. When the number of jobs is large, the jobs may have to be grouped into job families, for e.g. Ranking of job factors is made on assumption / subjective assessment. Job evaluation ascertains the worth or value of job, not the performance of people. So, proper evaluation of jobs may not be possible. Under this method, key jobs are decided and all other jobs are compared to such key jobs based on factors that are present in all jobs. All you need to know about conducting Job evaluation using the Paterson Gradi... No public clipboards found for this slide, Job evaluation and grading – process and systems. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. The method relies heavily on job title instead of detailed verification of job contents. There are two types of analytical methods: Every job requires certain capabilities on the part of the person who does the job. accounts, engineering, administrative, etc. This method is effective only if the development stage has resulted in a proper understanding of the fundamentals of the process. iii. (4) The rankings are pooled in a reference master table after monthly salaries have been assigned to the key jobs. More weights are giv­en for the factor which are more important; for in­stance 20 points may be assigned to leadership while 10 points for responsibility of machinery and equipment. The so-called rulers must be constructed from words and the so-called measurements are still judgements. iv. Under this method, job analysis data is either entered direct into the computer or transferred to it from a paper questionnaire. iv. Method of Job Evaluation – 4 Main Methods (With Comparison) The four major methods of job evaluation are listed below: 1. Refers to a method through which detailed evaluation of the job is carried out in comparison to the ranking and classification method. To measure job from a quantitative point of view we use work norms as a function of time standards, pro-ducts quantity or service level. Welcome to EconomicsDiscussion.net! If you continue browsing the site, you agree to the use of cookies on this website. The existing grades and past conventions also seriously affect the process of fixing new grades. Job evaluation enabling comparison of scores helps management to ascertain the efficacy of the existing pay/wage structure; the rational pay system may be formulated on the basis of the job evaluation studies. If you continue browsing the site, you agree to the use of cookies on this website. The Point method is widely used to evaluate jobs in organizations. Identification of key jobs – Benchmark jobs are identified for the purpose of job evaluation. PayPal is one of the most widely used money transfer method in the world. Key jobs of an organization are shown as A, B, C, D, E while factors are taken as mental requirements, skill requirements, physical requirements, responsibility and working conditions. The most important objective of compensation is to ensure that an employee receives sufficient remuneration. i. It can be executed quickly with a minimum expenditure of time, energy and resources. Factor comparison method is a quantitative method used for .evaluation of jobs in an organization. It is very easy to compare pay grade of one organization with that of other organization. Obtaining job descriptions data for each job, iii. Each of these factors is divided into sub-factors! In other words, value is placed on the people doing those jobs rather than on the job itself. The ranking of jobs is reliable when it is done systematically. It is difficult to comprehend, and hence, may be difficult to explain to the employees. vii. Non-analytical job evaluation methods assignment point. ii. The PowerPoint presentation is 100% editable. Introduction
Investigation using scientific procedures, by searching again and again to find out the truth
Research is the continual search for truth using the scientific method. Point Method . Once the degree to each factor is determined, the corresponding number of points of each factor is added and an overall point value is obtained. The . Job evaluation methods. Thereafter, the description for each job is prepared and matched with that of a partic­ular grade already decided upon. (vii) Design, adjust and operate the wage structure. Different categories are placed on wage scale based on their worth, value, and importance in the organization. (c) Physical requirements- The requirements involve sitting, standing, walking, lifting, and so on. Introduction. The classification method might suffer from the subjectivity of evaluators or raters and job overlaps. These are systematic and formalised systems for evaluating jobs. It is easy and less expensive to introduce this mechanism for evaluation of jobs in organization. Employees also can understand without any difficulty. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. It is subjective especially in the area of selection of number of different categories / grades and also of ranking of key jobs. Get a perfect, professionally written essay, right on time. Classification method involves the following activities: i. Looks like you’ve clipped this slide to already. Job Classification Method 3. ii. Ranking, the original method, is a direct system of comparing jobs together so that they are ranked in order of their importance, starting with the least important in the first rank and moving to the most important in the last. These points may then be converted into money scale. These jobs are classified based on the skills, efforts, responsibility, and experience required to perform them efficiently. The jobs are then placed in rank order above or below the key job according to the answer. ii. The factor comparison method of job evaluation assumes that there are five universal factors consisting of mental requirements, skills, physical requirements, responsibilities, and working condition. i. This method also uses scales to measure performance rather than simply comparing and ranking employee performances. 3. Jobs are examined as a whole rather than on the basis of important factors contained by the job. Learn about the non analytical and analytical methods of job evaluation. One point if it is regarded as equal worth, Human Resource Management, Employees, Job Evaluation. The initial stages are basically the same as in the points assessment method, and as a first step, job factors are selected. vi. Wage equity is generally determined on the basis of the nature of the job, job worth, job risk, job complexity, and the effectiveness of employees in performing their job. Below are samples of personal statements. iii. Generally, a job evaluation committee performs this task with members from trade unions. In the point factor analysis method (also called point method) of job evaluation, the . Identification of factors that are present to some degree in all jobs in organization. Quality powerpoint presentations - CivilDigital.com civil forum, engineers forum, civil doubts, civil engineering notes, civil engineering ppts, civil engineering seminars, structural engineering ppts, interview questons, multiple choice, objective, GATE preparation, IES coaching The process of evaluation involves a combination of various factors, such as points and weightage. ii. Selection of key jobs is a difficult task that needs expertise, special skill and ability. Then the jobs in the organisation are allocated to these grades as per the job description and grades identified. Selection of rater (generally committee comprising of both management and employee representatives is assigned the job), iv. Sometimes, a series of grades or zones are set accordingly and all the jobs in the organisation are arranged into these. iii. When the number of jobs is large, an organisation-wise ranking will not be simple. Under this method, evaluation is done on the basis of points. It helps the organization to work out a wage structure that is realistic and competitive. Any lapse in identifying any of the factors or its weightage appropriately may affect very badly the validity of the entire exercise. Job evaluation: methods: factor comparison. Under this method different jobs within an organization are ascertained and divided into various grades. It is, however, important that the key jobs should be considered to be adequately paid in relation to the local labour market. The principal of a college is paid a higher salary than the lecturer in view of several factors, one of which is higher responsibility. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. To begin with, a benchmark job or a key job should be selected which may be compared. Selection and description of factors. Here, the number of grades and the salary particulars for each grade are worked out first. Job ranking . Such factors are described to give the overall view / idea to the evaluators, in respect of factors and also the importance / influence of the respective factors for performance of jobs. We accept payment from your credit or debit cards. Each factor is assessed separately and points are allocated according to the level needed for the job. This mechanism / process is job evaluation. If two jobs obtain equal score, that indicates that both jobs are equal in every respect, and hence, should be given equal wages also. A candidate is selected for ap­pointment against a particular grade as we find in case of Government officers divided into class I, class II and class III, the clerical staff graded as lower division and upper division. Generally, factors like mental requirements, physical requirements, skill requirements, working conditions and responsibility are widely used. i) Ranking - This method is one of the simplest to administer. Job evaluation forms one of the determinants of compensation. The advantage of HAY System is that it considers both job evaluation and market conditions. Job Ranking. When compared to ranking, classification is certainly more advanced, but when it is compared to quantitative techniques like the point method, its utility is challenged. CHARLES COTTER Cheap essay writing sercice. Based on this score, the jobs are ranked from the lowest to the highest or the other way. (d) Compare factor ranking of each job with its monetary ranking. and key jobs for each family may have to be ascertained before ranking jobs in order of their importance. Our mission is to provide an online platform to help students to discuss anything and everything about Economics. ii. Job ranking places jobs in a hierarchy of their value to the company, creating a ranking of jobs within the point factor system. Korn Ferry Hay Group’s job evaluation method serves as the basis for many other . This is a quantitative method. It might seem impossible to you that all custom-written essays, research papers, speeches, book reviews, and other custom task completed by our writers are both of high quality and cheap. The factor comparison method consists of six well-defined steps: (c) Apportion the salary among each factor and rank the key jobs. viii. Thereafter, points are allocated to each of these factors. 2. Jobs are not divided factor by factor, but are considered whole entities. 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