Job evaluation scope_process
Download as PPTX, PDF
1 like351 views
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing factors like responsibilities, output, decision-making authority, and skills required for different jobs. The objectives of job evaluation include establishing a hierarchy of jobs, ensuring equal pay for jobs of equal worth, and minimizing wage discrimination. The key principles are rating the job scope not the employee, gaining employee cooperation, and reaching consensus. The process involves defining job descriptions, selecting a evaluation plan, grading jobs, installing the program, and maintaining it over time.
Job evaluation scope_process
- 1. JobEvaluation Presented by :- Saurabh Kumar MBA
- 2. Definitionandscope Jobevaluation isthe processof determining the worth of onejob in relation to that of the other jobs in a company. Isaprocessof determining the relativeworth of a job. Aneffort todetermine the relative valueof every job in anorganization. Apractical technique to judge the sizeofonejob relative to others.
- 3. Definition and scope (continued) Studyingor analyzingthe value, importance, and necessityof aparticularjob Keyfactors consideredfor Jobevaluationare: Volume of Responsibilities Output/deliverables General/Specialty Decision makers/decision followers Emerging needs of the company
- 4. Objectives of JobEvaluation Togather data and information relating to job description, job specification and employee specificationsof various jobs in anorganization. Tocompare the duties, responsibilities and demands of ajob with that of other jobs. Todetermine the hierarchy /rank basedon jobsin an organization. Toensureequal wagesare fixed to the jobsof equal worth orvalue. Tominimize wagediscrimination basedon sex, age, caste,region, religion etc.
- 5. Principles of Jobevaluation Ratethe job but not the employee. Elements/ tasksselectedshould beeasilyunderstood, defined clearly andproperlyselected. Employeeconcernedandsupervisorsshould beeducated and convincedabout theprogram else they may resist. Supervisorsshould beencouragedto participate inrating the jobs becausethey have a better idea about the specificjobs.. Encourageemployee cooperation to participate inthe rating program. Consensuswith the supervisorsandemployeesonrating. Shouldbeacollective effort, chanceforequal representation from alldepartments.
- 6. Proceduresin Jobevaluation HRtakesthe lead in this exercisewith approval from higher authorities. Analyzeand prepare job description. Selectand prepare ajob evaluationplan(job shouldbe divided into detailed tasksand positions) Classifyjobs (assigningmoney valuesto each class). Install /roll out the program. Maintain / upgrade the program.
- 7. Process of job evaluation 1. Preliminary Stage:- Required information is obtained about present arrangements. Decision is taken whether to revise the existing one or to create a new one. 2. Planning stage:- Evaluation program is drawn up and job holders to be affected are informed about it. 3. Analysis stage:- Required information about the sample of jobs is collected. It serves as the base for the internal and external evaluation of jobs.
- 8. Process (continued) 4. Internal evaluation stage:- The sample of benchmark jobs are ranked by the means of chosen evaluation schemes. Jobs are then graded and relative worth of the jobs is ascertained. 5. External evaluation stage:- In this stage information is collected about market rates at that time. 6. Design structure :- Now after step 5 and 6, grades of the jobs have been ascertained the salary structure is designed in this stage.
- 9. Process (continued) . 7. Grading stage :- In this stage salaries are slotted in a salary structure. 8. Developing and maintenance stage:- In this stage, procedures for maintaining the salary structure are developed with a view to grade new jobs into the structure and reporting the existing jobs in the light of changes in their responsibilities and market rates.