Beruflich Dokumente
Kultur Dokumente
The Bureau of Labour Statistics, U.S.A., says that "job evaluation is the
evaluation or rating of jobs to determine. their position in the job
hierarchy. The evaluation may be achieved through the assignment of
points or the use of some other systematic method for essential job
requirements, such as skills, experience and responsibility."
Kimball and Kimball define job evaluation as "an effort to determine the relative every
job in a plant to determine what the far basic wage for such a job should be.
We may define job evaluation as. a process of analyzing and describing positions, and
determining their relative value by comparing the duties of different person’s in terms of
their responsibilities and requirements.
It is the quantitative measurement of relative job worth for the purpose of establishing
Consistent wage rate differentials by objective means. It measures the differences
between job differences between job requirements, the objective being the setting of pay
for wage administration purposes.
It does not set the price of a job; it merely fixes its relative worth.
It presents an effort to determine the relative value of every job in a plant, and to
determine what the fair wage for such a job should be. It is not evaluating the merit of the
worker who is the work. It rates the job and not the qualities of the individual worker on
which is the task of employee rating.
Conceptual Discussion
Job evaluation developed out of civil service classification practices. Job analysis applied
to time study and selection, and some early employer job and pay classification systems.
Whether formal job evaluation began with the United States Civil Service Commission in
1871 or with Frederick W. Taylor in 1881, it is about 100 years old.
The first point system was developed in the 1920s. Employer associations have
contributed greatly to the adoption of certain plans. The spread of unionism has
influenced the installation of job evaluation in that employers gave more attention to
rationalized wage structures as unionism advanced. The War Labor Board during World
War II encouraged the expansion of job evaluation as a method of reducing wage
inequities.
Job evaluation has received a good deal of attention in recent years as a result of social
concern regarding discrimination.
A study of job evaluation as a potential source of and/or a potential solution to sex
discrimination in pay was made by the National Research Council under a contract from
the Equal Employment Opportunity Commission.
The study suggested that jobs held predominantly by women and
minorities may be undervalued. Such discrimination may result from
the use of different plans for different employee groups, from the
compensable factors employed, from the weights assigned to factors,
and from the stereotypes associated with jobs.
Although the preliminary report failed to take a position on job
evaluation, the final report concluded that job evaluation holds some
potential for solving problems of discrimination.
Also, says an I.L.O. Report, "the aim of the majority of systems of job
evaluation is to establish, on agreed logical basis, the relative values of
different jobs in a given plant or machinery, i.e., it aims at determining
the relative worth of a job.
The principle upon which all job evaluation schemes are based is that
of describing and assessing the value jobs in the firms in terms of a
number of factors, the relative importance of which varies from job to
job: