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Job evaluation

Job evaluation

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Job evaluation

  1. 1. BY, Kevimedo
  2. 2. It is the process to determine in a systematic and analytical manner the comparative worth of job in an organization.
  3. 3. 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 workers. 5. If good measure of agreement is secured then the prog. Is launched.
  4. 4. 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 :  Adaptability  Mental work  Decision making  Working conditions  Managerial requirements.
  5. 5. The process of job evaluation involves the following steps:  Gaining acceptance  Creating job evaluation committee  Finding the jobs to be evaluated  Analyzing and preparing job description  Selecting the method of evaluation  Classifying jobs
  6. 6. The job evaluation mainly involves - Job analysis : which consists of - - job description - job specification JOB ANALYSIS: It is the analysis of job in detail. JOB DESCRIPTION: 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.
  7. 7. The scope application of job evaluation programme are for –  Wage earners in a factory.  Clerical employees’.  Supervisory personnel and also  Executives.
  8. 8. The nature of job evaluation programme in an organization should be –  Continuous process.  Unqualified support.
  9. 9. 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 quickly.  Job evaluation, when conducted properly and with care, helps in the evaluation of new jobs.  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 currently.
  10. 10. The disadvantages of job evaluation programme are –  Time consuming  Complex process  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.
  11. 11. 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.
  12. 12. Thank you..

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