With this method, you can compare jobs by using rating scales based. Job evaluation is a technique to rank jobs in an organization on the basis of. In the job classification method, the evaluator writes descriptions of each class of. Each job is rated using the job evaluation instrument. There are several job evaluation methods from which to select. To further illustrate job classification, it is advisable to use well. 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. Each has its advantages, disadvantages, costs and risks. Refer to the pay equity act for exact interpretation. 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. 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.
Learn vocabulary, terms, and more with flashcards, games, and other study tools. The factor comparison method this method is a combination of the ranking and point system. To construct a carefully worded rating scale for each factor, be sure to include. Chapter job evaluation methods flashcards quizlet. Pdf job evaluation developed out of civil service classification practices and some early employer job and pay classification systems. How to conduct a job evaluation eri economic research. In less time and with significantly less cost, encv generates results that prove in more than 15 ways the accuracy, consistency and objectivity of each job evaluation result for every job in your organization whether in scope or out of scope.
Tahereem bardi job evaluation content definition objective principle process methods advantages definition according to wendell. One of the basic approaches in job evaluation is ranking. Compare and contrast the four job evaluation methods. Steps involved in factor comparison method select key jobs say 15 to 20, representing wagessalary levels across the organization. The factor comparison method is yet another approach for job evaluation in the analytical group. The basic objective of job evaluation is to determine the relative contributions that the performance of different jobs makes towards the realization of organisational objectives. The four methods of job evaluation are now discussed one by one. Example of a pay equity plan jobtojob comparison method.
At the end, a nal rank order was established for a meaningful base to build up a grade structure. The point method is an extension of the factor comparison method. Job evaluation has a certain advantages over other techniques of pay fixation. Using this tool, you will be able to specify the number and type of job evaluation factors.
Attributes of job worth measured by these factors typically fall into the categories of skill, responsibility, effort, and working conditions. In the whole job category, there are two constructs. A set of compensable factors are identified as determining the worth of jobs. You would need permission from the owner of this tool to use it.
Advantages and disadvantages of factor comparison method. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. A study of the pointfactor job evaluation process used in. 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.
Advantages and disadvantages of factor comparison method will include the following. Weight priorities determined based on comparisons designate relative value of a comparative factor. 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. In addition, point method can be used to a wide range jobs but also newly. The most common are job ranking, factor comparison, point evaluation and job comparison methods. With this method, you can compare jobs by using rating scales based upon several specific factors. Job evaluation is the process of analysing and appraising the content of jobs, set in the family of other jobs, so as to put them in a suitably evolved rank order which can then be utilised for installation of an acceptable wage structure in an organisation. 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. Under this method, one begins with the selection of factors, usually five of them. Each factor is then divided into levels or degrees which are then assigned points. Factor comparison a set of compensable factors are identified as determining the worth of jobs. Point factor method is most representative and most widely used job evaluation method.
In other words, wages are assigned to the job in comparison to its ranking on each job factor. Discuss the job ranking, pointfactor, classification and factor comparison methods of job evaluation to unlock this lesson you must be a member. These methods include the ranking method, classification method, hay or point method, grading method, and factor comparison method. Hitten was the first to originate factor comparison method of job evaluation. This method is widely used in industry because of its reliability in producing accurate results. Top 4 methods of job evaluation explained with diagram. Factor comparison method job evaluation pdf 2nv8g8dyyylk. A study of the pointfactor job evaluation process used in the des moines, iowa public school district. 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. Jobs are compared to each other based on the overall worth of the job to the organization. I document it here for human resource practitioners who for various reasons wanted to know how it works education purposes. This method works by identifying key job factors and then assigning points based on importance. Under this method, one begins with the selection of factors. Pay will be assigned in this method by comparing the weights of the factors required for each job.
Building a system of job evaluation in the organization 7. Point method of job evaluation in the point method also called point factor of job evaluation, the organization identifies the compensable factors and breaks them down into degrees. Factor comparison definition a scientific method designed to rank job roles based on a breakdown of factors rather than the role as a whole. Job evaluation is the process of comparing a job against other jobs within the. With competition outside firms increasing, external labor market price has more and more influence on internal labor market price since 20cen80s, traditional point factor method developing before and after. In short, job evaluation concerns itself with the pricing of jobs in relation to other jobs on the basis of concern, that is consistent. Factor comparison method employment labour free 30.
Each factor is ranked individually with other jobs. This factor plan was, in turn, used to evaluate a sample of 54 jobs carried out in the company. Under this method, rather than ranking complete jobs, each of jobs is ranked according to a series of factors. It should be recognised that a second system, the factor comparison method, was born out of the point method and the hay method has been drawn from the womb of both the point method of 1924 and the factor comparison method of 1926 this, after so many experiments and applications of both of these systems see sec. For example, you may determine that skill is one of. As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. The most commonly used include job ranking, whole job classification, and points factor comparison. Members may download one copy of our sample forms and templates. Job evaluation, point rating, factor comparison, factor plan, linear programming. The job evaluation methods can be categorized as two different types. 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. The factorcomparison method is yet another approach for job evaluation in the analytical group. Computerized job evaluation l e a r n i n g o b j e c t i v e s. Typically the number of compensable factors is small 4 or 5.
Factor evaluation in this not that much objective as that of point rating technique. There are many different types of job evaluation systems to choose from. There are primarily three methods of job evaluation. Ppt job evaluation powerpoint presentation free to. Job evaluation is a technique for comparing the demands of jobs in terms of experience. The ranking method is the simplest form of job evaluation.
A study on job evaluation point factor analysis in. In this method, each job is given a rank on the basis of a number of factors. Common methods of job evaluations several techniques of job evaluation have been developed. The points for each factor are summed to form a total point score for the job. This method is a combination of the weighted point and factor comparison methods. Job evaluation methods there are 4 basic and traditional systems of job evaluation. There are many methods to evaluate the job on the basis of which you can judge the performance of the employee. Most formal job evaluation plans entail the measurement of job worth by ranking or rating jobs on a set of compensable factors henderson, 1989.
While many variations of these methods exist in practice, the three basic approaches are described here. Job evaluation methods pdf free download as pdf file. It tries to make a systematic comparison bw jobs to assess their relative worth for the purpose of establishing a rational pay structure. Preparing a manual for various jobs, fixing values for key and subfactors, establishing wage rates for different.
Objectives, principles and methods of job evaluation. An internet application this is an interactive webbased tool that allows you to develop a point method job evaluation instrument. The most prevalent one, the point factor plan, uses a quantitative approach that will be explained in this guide. Pdf a study on job evaluation point factor analysis in. Methods employed in job evaluation include ranking, classification, factor comparison, job components and point system mccormick, 1979. A comparison of factor weighting methods in job evaluation. You need to decide the parameter of working on that grading is should be there. The ranking system, job classification or grading system, the factor comparison system, and the point system. General principles about job evaluation the general principles of job evaluation are. Systematic way of determining the value or worth of a job in relation to other jobs in an organization. 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. These are ranking, classification, factor comparison, and the point plan. This technique does not consider all the subfactors as the operating of the system would be difficult if it considers all the factors. Job evaluation methods pdf employment evaluation scribd.
Factor comparison method job evaluation method, pay. Factor comparison is a complex quantitative method. A free powerpoint ppt presentation displayed as a flash slide show on id. Quantitative methods of job evaluation what is human. Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors viz. Disclaimer the hay job evaluation methodology is a proprietary methodology. I am currently doing job evaluation of a paint manufacturing concern. The process of the pointfactor job evaluation method included the following components. These factors are assumed to be constant for each set. Hitten was the first to originate factor comparison method of jobevaluation. Quantitative factorbyfactor methods point method, factor comparison ranking method simplest job eval method rank jobs in order of difficulty, pay ranges are assigned to each level. Example of a pay equity plan jobtojob comparison method version pdf 54 kb3pages download adobe reader disclaimer. The ultimate goal of factor comparison is to assign the relative parts of each job role a financial value i. By abhilasha goel monica rani factor comparison method thomas e.
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