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Job Evaluation
Learning Objectives:
Schemes
Define job evaluation and understand the
analytical.
Ranking Method
Whole job is compared against other whole jobs in
Continued
Jobs are arranged in a hierarchy from highest
Job
Monthly Salary
Accountant
$ 2000
Accounts Clerk
$1800
Purchase Assistant
$1400
Typist
$900
Office boy
$600
Advantages
o Simple;
o Very effective when there are relatively few jobs to be
evaluated (less than 30).
Disadvantages
o Difficult to administer as the number of jobs increases;
o Rank judgements are subjective;
o Since there is no standard used for comparison, the ranking
Executives
Class 2/ Grade 7 to 9
Skilled-Workers
Stenographers, machine
operators, Accounts clerk
etc.
Class 3/ Grade 4 to 6
Semi-Skilled Workers
Purchasing Assistant,
Cashier, Receipts Clerk,
etc.
Class 4/ Grade 1 to 3
Less-Skilled or Unskilled
Workers
Continued
o Rank the selected jobs under each factor;
o Assign monetary value to each factor;
o Price all the jobs.
Skill
Effort
Responsibility Working
Conditions
Hourly
Rate
Secretary
4.50
2.00
2.00
0.50
$9
Admin
Asst.
5.50
2.50
2.50
0.50
$11
Supervisor
6.00
3.50
4.00
1.50
$15
Manager
9.00
3.50
7.00
1.50
$21
are subjective.
Continued
Develop point manual/matrix and allocate points to a
Weights
Degrees
4
20
25
30
35
40
12
8
16
9
20
10
24
11
28
12
10
15
20
25
30
4
6
6
9
8
12
10
15
12
18
12
14
16
18
20
10
2
11
3
12
4
13
5
14
6
10
1
1
2
2
3
3
4
4
5
5
40%=400
30%=300
20%=200
10%=100
Define
Work requiring the following of specific verbal or written instructions which are readily
understandable without a prior knowledge of the job in order to carry out tasks which are
repetitive and simple in nature, or are performed under very close supervision on short work
assignments.
Work requiring from detailed instructions and making minor decisions to some judgment. The
method of work is specified and the equipment provided, but the involve making
comparisons, recognizing errors, and exercising care in the performance of the job rather than
planning and selecting a course of action.
Work requiring planning and performing of work of some complexity, involving a sequence
of operations, and the analysis of facts to determine what action should be taken within the
limits of standard practices or recognized methods.
Work requiring planning and performing of unusual and difficult work where only general
operation methods are available and the making of decisions involving the use of considerable
ingenuity, initiative, and judgment.
Work requiring independent planning, originality, and imagination to devise and develop
tools, equipment, and methods for performing involved and complicated jobs, using or
modifying not only known methods but contriving new techniques as needed.
factors of a job;
o The methodology underlying this method
contributes to a minimum rating error.
Disadvantages
o Complex and time consuming;
o May be taxing while evaluating managerial jobs,
where everything cannot be quantifiable.
evaluation are:
systematic;
judgemental;
concerned with the job not the person; and
deals with internal relativities.
Continued
Systematic
Continued
be interpreted; especially the levels at which
demands are present in a job. Judgement is required
in making decisions on the level, and therefore, in a
point-factor or factor comparison scheme, the score.
The aim is to maximize objectivity but it is difficult
to eliminate a degree of subjectivity.
Continued
Concerned with internal relativities:
Job Simplification
A technique, whereby jobs are divided into
Job Enlargement-Horizontal
Loading
Job Rotation
It refers to the movement of an employee from one
Continued
It helps the employer to bring about