Job evaluation as a process is advantageous to a company in many ways: 1. Subscribe to our e-mail newsletter to receive updates. Job Evaluation Methods | HRM. A job evaluation is an efficient method for deciding the worth/worth of a vocation in connection to different occupations in an association. Job evaluation is a method for comparing different jobs to provide a basis for grading and pay structure. Job Evaluation definition A systematic, formal process that allows organisations to compare jobs to others across the company and the industry. 3. Evaluation of Jobs: Once the factor plan is adopted, it is usual to prepare an evaluation hand book explaining the procedure to be followed and summarising all the elements required for evaluation. Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. So, Job evaluation is the process of determining and quantifying the value of jobs. There are non-analytical and analytical job evaluation methods that are employed by the organizations to realize the worth of a set of jobs. Analytical Job Evaluation Methods Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. 5. Job evaluation is a process of determining the relative worth of a job. According to Kimball and Kimball,“ Job evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be.”. The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The main benefits of this method are that it is simp… Job evaluation is a process of determining the relative worth of a job. Standardization – The process of determining the salary differentials for different jobs become standardized through job evaluation. A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. matching the individual and the job. Under job evaluation, Job is rated, keeping in view such factors as responsibility, qualifications, experience, working conditions etc. The ranking is done at departmental level, for every department the job is ranked in order of importance. HRM (Human Resource Management) MCQ is important for exams like MAT, CAT, CA, CS, CMA, CPA, CFA, UPSC, Banking and other Management Page-5 section-1 A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. The objective of job evaluation is to determine which jobs should get more pay than others. Learn Job Evaluation definition with explanation in hrm to review "What is Job Evaluation?" It involves putting square pegs in to square holes i.e. required to perform that job. In this manner, work assessment starts with employment investigation and closures by then where the value of a vocation is discovered for accomplishing pay value among occupations and various jobs. Thus, job evaluation is a comparative process. Why job evaluation is important for an organization? The Job Evaluation process is in place to set salary levels of General Staff positions based on what is expected of the role. Concept evaluation and control hindi, 2. It involves a systematic study and analysis of job duties and requirements. 6. It tries to make a systematic comparison between jobs to assesstheir relative worth for the purpose of establishing a rational pay structure. A committee of several executives is constituted which evaluates the job descriptions and ranks them in order of importance beginning with the most important job to the least important job in the organisation. Non-analytical Job Evaluation Methods Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he highest to the lowest on the basis of their importance in the organization. The former enables whole jobs to be compared when it comes to ranking them, whereas analytical job evaluation is based on a methodology of breaking whole jobs down into defined factors (including knowledge, scope, communication) and levels (1, 2, 3). Human Resource Management by Robert L. Mathis, John H. Jackson. Occupation investigation is a precise method for social event data about a vocation. Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. It is a way to determine the nature of the job and the duties employee has to perform. 2. The job ranking method is the simplest of all the methods. Job Evaluation Meaning Job Evaluation means to evaluate who is giving a more valuable contribution to their job in terms of Hard Work, Skills, Mental Efforts than other jobs. Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Job Analysis in HRM – Meaning and Definition Job analysis is a systematic and detailed examination of jobs. Wendell French defines job evaluation as “a process of determining the relative worth of the various jobs within the organization, so that differential wages may be paid to jobs of different worth. As it eliminates wage inequalities within the organization so it helps in maintaining harmonious relationship between … It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job. The significance of job classification in HRM can be observed in the results it creates for the organization. Therefore, an attempt should be made to define a job and thereby fix salaries for it. Management provides you all type of quantitative and competitive aptitude mcq questions with easy and logical explanations. The use of the term systematic implies the process should be planned. But under performance appraisal, the job holder is evaluated on the basis of his performance of work. It is a process which is helpful even for framing compensation plans by the personnel manager. No specific factors are used for consideration. It attempts to make an efficient correlation between employments to evaluate their relative worth to set up a balanced compensation structure. There are many methods by which job evaluation is done. 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