Ranking method of job evaluation mba knowledge base. Common methods of job evaluations several techniques of job evaluation have been developed. This method works by identifying key job factors and then assigning points based on importance. Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors viz. The factor comparison method is yet another approach for job evaluation in the analytical group. Job evaluation is a technique to rank jobs in an organization on the basis of. The point method is an extension of the factor comparison method. A gender neutral job comparison system was used to measure the value of each job class. Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series. It accounts for differences in wage rates for various jobs on. It help to fit the newly created jobs in the existing structure.
Discuss the job ranking, point factor, classification and factor comparison methods of job evaluation. Rank key jobs according to wages assigned to each factor step 6. Obtain job information the first step of ranking method of job evaluation is the job analysis. In other words, wages are assigned to the job in comparison to its ranking on each job factor. Under this method, one begins with the selection of factors, usually five of them. Under this technique, all jobs are arranged or ranked in the order of their importance from the simplest to the hardest or on the reverse order, each successive job being higher or lower than the. Compare the two sets of rankings to screen out unusable. Four primary methods of job evaluations used to set compensation levels. Quantitative job evaluation methods factor comparison job evaluation method step 1. Sep 20, 20 pay will be assigned in this method by comparing the weights of the factors required for each job.
Methods of job evaluation human resource management. Job specification it provides particulars about capabilities that an individual should posses to perform the job efficiently. Advantages it is relatively detailed and specific jobs are evaluated on a component basis and compared against other jobs it is usually easier to develop than the point method it is tied to external market wage rates. The objective of job evaluation is to determine which jobs should get more pay than others. The ranking method is the simplest form of job evaluation. The job evaluation system has become the main tool for management in the governmental organizations, as these organizations need perfect and systematic management so the job evaluation process serves the best to determine the wages, post, work, and duration for the government employees. Factor comparison method job evaluation method, pay plans. This method determines the relative rank of the jobs to be evaluated in relation to monetary scale it is often used in evaluating, the managing administrative and white. With point methods of job evaluation, organizations usually have a series of job evaluation plans. Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation so as to develop an equitable wage and salary structure. The factor comparison method this method is a combination of the ranking and point system. Point factor and factor comparison are quantitative approaches to job evaluation. Advantages it is relatively detailed and specific jobs are evaluated on a component basis and compared against other jobs it is usually easier to develop than the point method it is.
The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. Each factor is then divided into levels or degrees which are then assigned points. I document it here for human resource practitioners who for various reasons wanted to know how it works education purposes. Pdf job evaluation developed out of civil service classification practices and some early employer job and pay classification systems. The system results in more accurate job evaluation because weights are not selected arbitrarily. The human management and senior management team incorporates one the methods that is geared to managing the evaluation. Top 4 methods of job evaluation explained with diagram.
They are many times juxtaposed with each other, although they are completely different. The worth of a job is usually based on judgements of skill, effort physical and mental, responsibility supervisory and fiscal, and working conditions. The technique of job evaluation has developed largely as a response to various pay. Factor evaluation in this not that much objective as that of point rating technique. Advantages and disadvantages of factor comparison method will include the following. Chapter job evaluation methods flashcards quizlet. Introduction a more systematic and scientific method of job evaluation. The factor comparison approach is actually a hybrid method for job evaluation that combines aspects of job ranking and the point method, but it. Example of a pay equity plan jobtojob comparison method. How to conduct a job evaluation eri economic research. Definitions of job evaluation background of job evaluation.
A combined analytical method of job evaluation ali su industrial engineering department, the faculty of engineering, dokuz eyl. This classification process reflects the level of responsibility of the job within. Jobs are compared to each other based on the overall worth of the job to the organization. A critical analysis muhammad ali elhajji1 abstract this paper provides an overall insight of the hay system of job evaluation guide chart profile method. Jobs are then grouped by total point score and assigned to wage. The factor comparison method permits a more systematic comparison of jobs than the nonanalytical methods. Job evaluation is a technique for comparing the demands of jobs in terms of experience, responsibility, skill knowledge. Factor comparison is a complex quantitative method.
Mississippi cooperative extension service 1974 performance appraisal 4. This includes educational qualification, experience, training, appropriate skills, knowledge, and abilities required to perform the job. Document the job using the job evaluation tool included in this packet. Out of these, first two methods are nonquantitative and also known as traditional, nonanalytical or summary methods. Pdf a study on job evaluation point factor analysis in smes. Advantages and disadvantages of factor comparison method will. For example, working with people, a feature common to the female job classes, and working with equipment, a feature common to male job classes, are each given consideration in the evaluation process. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Computerized job evaluation l e a r n i n g o b j e c t i v e s. Factor comparison method of job evaluation youtube. Hitten was the first to originate factor comparison method of jobevaluation.
An educated, ex perienced employee mak es a gre ater contributi on t han an in experienc ed o ne, thus the non. In either event, you are encouraged to work with your hr repcontact to determine the best course of action. For example, you may determine that skill is one of. With this method, you can compare jobs by using rating scales based upon several specific factors. Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation.
I lesson 1 introduction to job evaluation o u t l i n e o f t h e l e s s o n 1. Ranking this method is one of the simplest to administer. This factor plan was, in turn, used to evaluate a sample of 54 jobs carried out in the company. In this article, you will find the difference between job analysis and job evaluation, in tabular form. In this method, each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. Jul 05, 2016 the hay job evaluation methodology is a proprietary methodology. The factors used by the job evaluation plan are unbiased and therefore are factors that can be applied equally to men and women. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. It is a logical and to a certain extent an objective method of ranking and grading the jobs. The advocates of factor comparison method point out that it usually results in accurate job evaluation because it is relatively more objective because weight are not selected arbitrarily. Oct 14, 2019 evaluation of job is based on the job content and position as per their performance. The final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. The job ranking method usually ranks jobs according to thea whole job rather than a number of compensable factors.
Introduction job evaluation is the process of comparing job with other jobs in terms of wages a worker should be paid for performing any task. Job ranking this method is one of the simplest to administer. Learn vocabulary, terms, and more with flashcards, games, and other study tools. Advantages with the hay group method of evaluation based on a credible, simple and coherent model of the characteristics of different levels of work sensitive in measuring job differences enables comparison. Next we give a brief overview of the ranking method. Each has its advantages, disadvantages, costs and risks. Decision band method dbm of job evaluation involves three basic steps. Under this method, one begins with the selection of factors. The most commonly used include job ranking, whole job classification, and points factor comparison. Under this method, rather than ranking complete jobs, each of jobs is ranked according to a series of factors.
Job analysis and job evaluation management study guide. Decision band method dbm of job evaluation involves three. A free powerpoint ppt presentation displayed as a flash slide show on id. Oct 25, 2018 the final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. Good job evaluation relies on clear, detailed and uptodate job descriptions as the basis of the evaluation process. The last two methods of job evaluation are quantitative, also known as analytical methods, and use. Each factor is ranked individually with other jobs. Advantages and disadvantages of factor comparison method. Factor comparison definition a scientific method designed to rank job roles based on a breakdown of factors rather than the role as a whole. In this method, each job is given a rank on the basis of a number of factors. Decision band first jobs are classified into one of six different decision bands based on the characteristics of the decision that a job requires. Hitten was the first to originate factor comparison method of job evaluation. Points were assigned to each job class based on the following factors and subfactors.
Job evaluation, on the other hand, specifies the relative value or worth of each. The four methods of job evaluation are now discussed one by one. Factor comparison a set of compensable factors are identified as determining the worth of jobs. Systematic way of determining the value or worth of a job in relation to other jobs in an organization. Advantages and disadvantages of job evaluation wisestep. A set of compensable factors are identified as determining the worth of jobs. The ranking system, job classification or grading system, the factor comparison system, and the point system. Job descriptionsa for each job are prepared and these are the basis on which the rankingsa are made. It tries to make a systematic comparison bw jobs to assess their relative worth for the purpose of establishing a rational pay structure. Ranking, grading, point system and factor comparison system techniques. Ppt job evaluation powerpoint presentation free to.
Factor comparison method of job evaluation duration. Job evaluation is a process to determine the value of a particular job to the organization based on the importance of duties and tasks performed on the given job. Scribd is the worlds largest social reading and publishing site. I am currently doing job evaluation of a paint manufacturing concern. These factors are assumed to be constant for each set. Factor comparison method job evaluation pdf free download as pdf file. The methodology underlying the approach contributes to a minimum of rating error robbins p. Factor comparison method job evaluation pdf evaluation. It can also be defined as the procedure to determine the relative values of the job in a point to determine the basic wages for that job. Typically the number of compensable factors is small 4 or 5. There are many different types of job evaluation systems to choose from. It answers the question of hays thinking behind his purpose to develop an alternative and in his view more effective system for measuring and. Dec 09, 20 job evaluation methods ranking method classification method factor comparison method point method 8. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy andor salary system is in place.
Each job is rated using the job evaluation instrument. Tahereem bardi job evaluation content definition objective principle process methods advantages definition according to wendell. Objectives, principles and methods of job evaluation. Factor comparison method a scientific method designed to rank job roles based on a breakdown of factors rather than the role as a whole. The most commonly used include job ranking, whole job classification, and. There are several job evaluation methods from which to select. Under this method, instead of ranking complete jobs, each job is.
Steps involved in factor comparison method select key jobs say 15 to 20, representing wagessalary levels across the organization. Factor comparison method job evaluation pdf 2nv8g8dyyylk. By abhilasha goel monica rani factor comparison method thomas e. Job evaluation methods free download as powerpoint presentation. Job evaluation, point rating, factor comparison, factor plan, linear programming. It is a systematic and quantifiable method for which detailed step by step instructions are available.
The most prevalent one, the point factor plan, uses a quantitative approach that will be explained in this guide. It is flexible also and has not upper limit on the rating that a job may receive on a factor. At the end, a nal rank order was established for a meaningful base to build up a grade structure. Other changes to a job, for example the addition of a new duty, additional volume or new technology would not typically warrant a re evaluation of the job.
Difference between job analysis and job evaluation with. This technique does not consider all the sub factors as the operating of the system would be difficult if it considers all the factors. Pdf a study on job evaluation point factor analysis in. Jul 18, 20 obtain job information the first step of ranking method of job evaluation is the job analysis. The most common are job ranking, factor comparison, point evaluation and job comparison methods. The points for each factor are summed to form a total point score for the job.
A study on job evaluation point factor analysis in. Point method steps in point method conduct job analysis determine compensable factor scale the factors weight the factors according importance communicate the plan and train users apply to nonbenchmark jobs. Job evaluation has a certain advantages over other techniques of pay fixation. Job evaluation is the process of comparing a job against other jobs within.
Quantitative methods of job evaluation what is human. Job evaluation methods there are 4 basic and traditional systems of job evaluation. The ultimate goal of factor comparison is to assign the relative parts of each job role a financial value i. With point methods of job evaluation, organizations usually have a series of job evaluation.
495 1299 173 656 1555 254 399 1439 54 248 569 492 974 314 609 1482 859 738 500 600 1584 411 1144 215 791 214 735 1166 296 463 635 1014 1491 1178