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Definitions
Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company. Is a process of determining the relative worth of a job. An effort to determine the relative value of every job in an organization. A practical technique to judge the size one job relative to others.
ILO definition
an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned. Confusing.
It simply means.
Studying / analyzing the value, importance, and necessity of a particular job Key factors considered for Job evaluation are: Volume of Responsibilities Output / deliverables General / Specialty Decision makers / decision followers Emerging needs of the company
Methods (cont)
Paried comparison: the evaluator ranks each job in turn against all other jobs to be appraised, so that a series of paried ranking is produced. Single factor ranking method: the single most important task to be performed in a job is identified and compared with the single most important task to be performed in other jobs. Job Classification
The job classification method uses job classes or job groups to provide more customization in the evaluation. This method also uses scales to measure performance rather than comparing and ranking employees.
Methods (cont)
Quantitative method Point Method It was introduced by Merrill R. Lott. The earliest approach for evaluating job based on quantitative values. This method is analytical and quantitative bcoz the component of the job is assigned a numerical value. aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded. the higher the educational requirements of the job the higher the points scored. The point method is usually seen as the most reliable and valid evaluation method by employees compared to more subjective methods such as the job ranking method. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors - know how, problem solving and accountability.
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