Table of Contents
Methods of Job Evaluation
Job evaluation is a process of determining the value or worth of a job in an organization. It involves comparing jobs within an organization and assigning a relative value to each one. There are several methods that organizations use to evaluate jobs.
These are the following methods of job evaluation explained below:
- Ranking Method
- Classification Method
- Point Method
- Factor Comparison Method
- Pay Survey Method
- Job Evaluation Committee
- Analytical Job Evaluation
Ranking Method
This method involves ranking jobs based on their relative importance to the organization. Jobs are ranked from highest to lowest, and the relative value of each job is determined based on its position in the ranking.
Classification Method
This method involves grouping jobs into classes or categories based on their characteristics, such as skill level, complexity, and responsibilities. Jobs within each class are then assigned a value based on the characteristics of the class.
Point Method
This method involves breaking down a job into its various components or factors, such as skills, education, experience, and responsibilities. Each factor is assigned a value, and the total value of the job is determined by adding up the values of all the factors.
Factor Comparison Method
This method involves comparing jobs based on a set of standardized factors, such as education, skill level, and responsibilities. The value of each factor is determined, and the value of the job is determined by comparing the job to a standard set of factors.
Pay Survey Method
This method involves comparing the pay of similar jobs in other organizations to determine the value of a job in the organization.
Job Evaluation Committee
This method involves a committee of people, typically managers and HR professionals, who evaluate jobs based on a set of predetermined criteria.
Analytical Job Evaluation
This method involves using statistical techniques to evaluate jobs based on a variety of factors, such as skill level, responsibilities, and working conditions.
The choice of method for job evaluation will depend on the specific needs and goals of the organization, as well as the resources and expertise available.
