hello everybody on the forum this is Bratish and wanna enquire about job evaluation, its concepts, methods and limitations. reply soon or try to provide a link. thanx
From India, Calcutta
From India, Calcutta
A systematic comprison done in order to determine the worth of one job relative to another.
Job evaluation is aimed at determining ajobs relative worth. The basic procedure is to compare the content of jobs in relation to one another, for example in terms of their effort, responsibility and skills.
Theare are two basic approaches you could use for comparing several jobs. You could take a more intutitive approach. You might decide that one job is 'more important' thananother and not dig any deeper into why in terms specific job-related factors.
Another alternative, you could compare tje jobs by focusing on certain basic factors they have in common, these factors are called as Compnesable factors.
JOb evaluation is mostly judgemental process, one that demands close cooperation between supervisors and personnel specialists and their representatives.
From India, Hyderabad
Job evaluation is aimed at determining ajobs relative worth. The basic procedure is to compare the content of jobs in relation to one another, for example in terms of their effort, responsibility and skills.
Theare are two basic approaches you could use for comparing several jobs. You could take a more intutitive approach. You might decide that one job is 'more important' thananother and not dig any deeper into why in terms specific job-related factors.
Another alternative, you could compare tje jobs by focusing on certain basic factors they have in common, these factors are called as Compnesable factors.
JOb evaluation is mostly judgemental process, one that demands close cooperation between supervisors and personnel specialists and their representatives.
From India, Hyderabad
Hi ,
The following links may help...
www.hr-guide.com/data/G411.htm - 4k
acas.org.uk - 59k
www.hrvillage.com/hrforms/JobEvalNex1.htm
unison.org.uk
Cheers,
Rajat
From India, Pune
101The following links may help...
www.hr-guide.com/data/G411.htm - 4k
acas.org.uk - 59k
www.hrvillage.com/hrforms/JobEvalNex1.htm
unison.org.uk
Cheers,
Rajat
From India, Pune
Definition
Job evaluation is a formal process for:
determining the relative value of various jobs within the organization, and
assigning jobs to a grade structure or some other hierarchical index of job value.
The term "work evaluation" often has the same meaning as "job evaluation," but also includes methods for valuing work that are not centered on job tasks. For example, work evaluation could be based on roles or competencies.
Purpose
Job evaluation helps organizations establish coherent relationships among positions. Common functions of job evaluation include:
identify "families" of occupations,
identify skills and competencies needed for successful performance,
evaluate "fit" between candidates and job requirements, and
develop career paths.
develop a grade structure and pay ranges,
define key responsibilities and skills to aid in conducting salary surveys, and
assign jobs to a grade structure.
determine whether different jobs have comparable requirements and responsibilities, and
ensure compliance with the Equal Pay
Method
using going market rates as the primary determinant of a job’s worth and pay.
ordering jobs based on their relative value to the organization.
determining the job’s relationship to a set of predetermined benchmark jobs.
comparing the job to others with similar entry requirements, duties, and responsibilities.
evaluating the job against a predetermined set of factors,
assigning a level or point value for each factor, and
translating the levels or points to a position in the job hierarchy.
Ekta
From India, Ahmadabad
Job evaluation is a formal process for:
determining the relative value of various jobs within the organization, and
assigning jobs to a grade structure or some other hierarchical index of job value.
The term "work evaluation" often has the same meaning as "job evaluation," but also includes methods for valuing work that are not centered on job tasks. For example, work evaluation could be based on roles or competencies.
Purpose
Job evaluation helps organizations establish coherent relationships among positions. Common functions of job evaluation include:
- Employment
identify "families" of occupations,
identify skills and competencies needed for successful performance,
evaluate "fit" between candidates and job requirements, and
develop career paths.
- Pay administration
develop a grade structure and pay ranges,
define key responsibilities and skills to aid in conducting salary surveys, and
assign jobs to a grade structure.
- Internal equity
determine whether different jobs have comparable requirements and responsibilities, and
ensure compliance with the Equal Pay
Method
- Market pricing
using going market rates as the primary determinant of a job’s worth and pay.
- Ranking
ordering jobs based on their relative value to the organization.
- "Job slotting"
determining the job’s relationship to a set of predetermined benchmark jobs.
- Whole-job evaluation
comparing the job to others with similar entry requirements, duties, and responsibilities.
- Point-factor
evaluating the job against a predetermined set of factors,
assigning a level or point value for each factor, and
translating the levels or points to a position in the job hierarchy.
Ekta
From India, Ahmadabad
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Job Evaluation.ppt
Job Evaluation Methodology.doc