Se ha denunciado esta presentación.
It is the process to determine in a
systematic and analytical manner the
comparative worth of job in an organization.
1. The top management has to decide whether it needs to
undergo JEP. If decided,
2. The top management has to take decision how and by
whom to conduct this prog. And which method to adopt.
3. Needs consultation with its workers and trade unions.
4. Publicity should be made to secure co-operation from
5. If good measure of agreement is secured then the prog.
A committee is appointed to evaluate jobs.
The participants should have familiarity with
the job to be evaluated.
The degree of familiarity has impact on :
The process of job evaluation involves the following steps:
Creating job evaluation committee
Finding the jobs to be evaluated
Analyzing and preparing job description
Selecting the method of evaluation
The job evaluation mainly involves -
Job analysis : which consists of -
- job description
- job specification
It is the analysis of job in detail.
It include the job objective and the principal activities
required to perform the job.
JOB SPECIFICATION :
It provides the educational qualifications, experience, critical
skills, special knowledge, abilities and aptitudes required to
perform the job.
The scope application of job evaluation
programme are for –
Wage earners in a factory.
Supervisory personnel and also
The nature of job evaluation programme in an
organization should be –
The advantages of job evaluation programme are-
It tries to link pay with the requirements of the job.
It offers a systematic procedure for determining the relative worth of jobs. Jobs are ranked
on the basis of rational criteria such as skill, education, experience, responsibilities,
hazards, etc., and are priced accordingly.
An equitable wage structure is a natural outcome of job evaluation. An unbiased job
evaluation tends to eliminate salary inequities by placing jobs having similar requirements
in the same salary range.
Employees as well as unions participate as members of job evaluation committee while
determining rate grades for different jobs.This helps in solving wage related grievances
Job evaluation, when conducted properly and with care, helps in the evaluation of new
It points out possibilities of more appropriate use of the plant's labour force by indicating
jobs that need more or less skilled workers than those who are manning these jobs
The disadvantages of job evaluation programme are –
Lack of involvement of employees.
Job evaluation is not exactly scientific.
The most of the techniques are difficult to understand, even for the supervisors.
The factors taken by the programme are not exhaustive.
There may be wide fluctuations in compensable factors in view of changes in
technology, values and aspirations of employers, etc.
Employees, trade union leaders, management and the programme operators may
assign different weight to different factors, thus creating grounds for dispute.
Thus,The success of any job-
evaluation system it is absolutely imperative
that the system gets the support of its
employees. If any organization adopts this
system it can promote a healthy, sound and
equitable wage structure in its organization.