C o n f i d e n t i a l Job Evaluation Unit 9

C o n f i d e n t i a l Job evaluation (JE) According to Dictionary of Human Resource Management: “It is a procedure for assessing the relative demands of jobs with a view to allocating jobs to positions within a pay structure. Job evaluation involves job analysis, the production of job descriptions, and an assessment of the 'size' of jobs, so that they can be placed in rank order and divided into grades...”

C o n f i d e n t i a l Job Description A job description is a written record of the duties, responsibilities and conditions of the job. The job description provides ' the essential information on which each job is evaluated. The resulting measures of values are then translated into wage and salary rates.

C o n f i d e n t i a l Job Analysis Job analysis is the process of getting information about jobs; specifically, what the worker does; how he gets it done; why he does it; skill, education and training required; relationships to other jobs; physical demands and environmental conditions.

C o n f i d e n t i a l Objectives of Job Evaluation Establishment of sound wage differentials between jobs. Discovery and elimination of wage inequities. Establishment of sound wage foundation for incentive and bonus. Maintenance of a consistent wage policy. Creation of a method of job classification. Installation of an effective means of wage control.

C o n f i d e n t i a l Objectives of Job Evaluation Collection of job facts to air: (a) Selection of employees, (b)Promotion and transfer of employees, (c) Training of new workers, (d) Assignment of tasks to jobs, (e)Accident prevention, (f) Improving working conditions, (g) Administrative organization, and (h) Work simplification.

C o n f i d e n t i a l Classification of Evaluation Systems Non-quantitative evaluation measures, –The ranking system. –The job-classification system. Quantitative evaluation measures. –The point system. –The factor-comparison system.

C o n f i d e n t i a l Evaluation Methods Ranking Method. Grade Description Method Point Method Factor-Comparison Method Time-Span Method Guide-Chart Profile Method

C o n f i d e n t i a l Advantages of Job Evaluation Help in maintaining sound and consistent wage differences. Framing more impersonal and objective standards. Lead to greater uniformity in wage rates. Simplify the process of wage administration. Information collected can be used for improvement of selection, training, transfer and promotion, procedures on the basis of the comparative job requirement.

C o n f i d e n t i a l Limitations of Job Evaluation Rapid changes in technology and in the supply of and demand for particular skills, create problems of adjustment that may need further study. The possibility of implementing recommended changes in a relatively short period may be restricted by the financial limits within which the firm has to operate. When there are a large proportion of incentive workers, it may be difficult to maintain a reasonable and acceptable structure of relative earnings.

C o n f i d e n t i a l Limitations of Job Evaluation The process of job rating is, to some extent, inexact because some of the factors and degrees can be measured with accuracy. Job evaluation takes a long time to complete, requires specialized technical personnel and is quite expensive.

C o n f i d e n t i a l Job Satisfaction It is determined by a set of personal and job factors, personal factors relate to worker's age, length of service, intelligence, skill, and other personality or temperamental factors.

C o n f i d e n t i a l Major Determinants of Job Satisfaction The manner in which the individual reacts to unpleasant situations. The facility with which he adjusts himself to other persons. His relative status in the social and economic group with which he identifies himself. The nature of work in relation to the man's abilities, interests and training. Security. Loyalty.

C o n f i d e n t i a l Major Determinants of Job Satisfaction Determinants of job satisfaction can be enumerated as: (1) Recognition as an individual; (2) A meaningful task; (3) Job security; (4) Fair wages (5) Opportunity to advance

C o n f i d e n t i a l Major Determinants of Job Satisfaction (6) Avoidance of arbitrary action (7) Good working conditions (8) Reputation of the concern (9) A voice in matters affecting him (10) Competent leadership and (11) Congenial association.

C o n f i d e n t i a l Promotion According to Dale Yoder It is a "movement to a position in which responsibilities and presumably the prestige are increased. Promotion involves an increase in rank ordinarily; promotion is regarded as a change that results in higher earnings, but increased earnings are essential in a promotion." This definition talks of both vertical and horizontal promotions.

C o n f i d e n t i a l Types of Promotion Vertical promotion- employees are promoted from one rank to the next higher rank in the same department or division. Horizontal promotion- an employee may be transferred from a position in one department to a position of higher rank in another department or to the same rank in a different department if the transfer gives him an opportunity to acquire greater knowledge and wider experience.

C o n f i d e n t i a l Transfers According to Pigors & Meyers : "the movement of an employee from one job to another on the same occupational level and at about the same level of wages or salary”