Job evaluation is often seen as the foundation for a fair and efficient pay framework. Content Guidelines 2. So, Job evaluation is the process of determining and quantifying the value of jobs. International Labor Organization (ILO) has defined a job evaluation as: “Job evaluation is 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 performance of the workers concerned”. (iv) Helps to maintain good industrial relation – Job evaluation helps to minimise wage differentials of employees. This may be made clear from the following table: Thus, the rate of wages for Job X will be Rs. (v) Since no detailed analysis of a job is done, the judgment in respect of a whole range of jobs may produce an incorrect classification. Under such circumstances human error may considerably influence on the fixation of suitable wage structure. (3) The development and installing of the system calls for heavy expenditure. Information and translations of JOB EVALUATION in the most comprehensive dictionary definitions resource on the web. In every case it is the job that is evaluated not the person doing the job. 9. In the present industrial age, there are different types of jobs to be performed in every business and industrial enterprise. Some time job these factors, stating the “human requirements” of the factors like education, skills, problem-solving and decision making. totherelativepositionofitsjob-titlecardinthestack. Meaning of JOB EVALUATION. Reduce inefficiencies in remuneration e.g. Evaluation factors – The factors selected for evaluation should be measurable and definable and represent job content. After the preparation of job description and job specification statements, it assists in the evaluation of actual performance against the predetermined standard. Cost of job evaluation – It should not involve high cost of installation and administration. : Ranking System, Grading Method, Point Method and Factors Comparison Method (With Merits & Demerits), Prerequisites of a Job Evaluation Programme, Guidelines for Conducting Job Evaluation Programme. The Job Evaluation Process consists of a broad spectrum of activities which begins with the Job Analysis Process. job evaluation definition: 1. the process of comparing a job with other jobs in an organization and deciding how much the…. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such … What is Job Evaluation? Often several basic factors are chose initially and then sub-divided into sub-factors. Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. paying the people whose work is alike the same wages, and establishing appropriate wage differentials between jobs calling for different skills and responsibilities; (iii) Union-management negotiations on wages; (iv) Comparison of wage and salary rate with those of other employees. According to Kress, these principles are: (1) The elements should be clearly defined and properly selected. Determination of Rate of Wages for Key Jobs: After making a selection of key jobs, the rate of wages for these jobs is determined. Job evaluation is the process of systematically determining a relative internal value of a job in an organization. The purpose of the job evaluation is to have a satisfactory wage differential. The last two systems are known the analytical or quantitative systems, because they use quantitative techniques in listing the jobs. But it has been called that job-evaluation is a systematic technique. Job evaluation definition: the analysis of the relationship between jobs in an organization: often used as a basis... | Meaning, pronunciation, translations and examples Job Analysis and Job Evaluation are important to an organization to ensure a sound organizational structure, internal pay equity and external market competitiveness. Meaning of JOB EVALUATION. two people on the same ‘level’ with different salaries, Compare remuneration with other companies, Design new jobs, departments and functions, Rework their pay framework after a company re-organisation. According to Wendell French, “Job evaluation is a process of determining the relative worth of “the various jobs within the organisation, so that differential wages may be paid for jobs of different worth.” The relative worth of a job means relative value produced. (1) Consideration of the ‘job as a whole’, versus consideration of compensable factors; and (2) judging and comparing jobs with each other rather than assigning numerical scores on a rating scale. Job evaluation is a systematic and objective process used by organizations to compare the jobs within the organization to determine the relative value or worth of each job. The scale of factors and sub-factors may be prepared all the basis of above example. Companies should have established procedures – separate from the standard grievance procedures – for dealing with these appeals. job evaluation definition in English dictionary, job evaluation meaning, synonyms, see also 'programme evaluation and review technique',evacuation',evaluator',evaluative'. The GNWT complies with equal pay for work of equal value and ensures that jobs are assessed in a gender-neutral manner and based on skill, effort, responsibility and working conditions. Now we shall discuss these methods in detail: Under this system, all jobs are arranged or ranked in the order of their importance from the simplest to the hardest, or in the reverse order, each successive job being higher or lower than the previous one in the sequence. It does this by providing a ground for the following matters: (i) Equity and objectivity of salary administration, i.e. Disclaimer 8. It is a systematic method of evaluating or appraising the value of one job in relation to the other jobs. (6) To provide a factual, basis for the consideration of wage rates for & similar jobs in a community and in an industry; (7) To provide information for work organisation, employees selection, placement, training and numerous other similar problems. Job evaluation definition: the analysis of the relationship between jobs in an organization: often used as a basis... | Meaning, pronunciation, translations and examples ; According to Alford and Beatty, “Job Evaluation is the … A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Generally, there are four key factors affecting a job: (i) Skill; (ii) Responsibilities; (iii) Efforts; and (iv) Working Conditions. The availability of a number of ready-made plans probably accounts for the wide use of points plans in job evaluation. 2. (iii) If an organisation consists of 500 people holding to different jobs, the jobs might be brown up into perhaps 5 classes, arranged in order of importance from high to low, and described class by class. Some jobs are ‘worth’ more than others. The principal differences between these methods reflect. Top management support – The support of top management should be secured. 8. Grade descriptions are the result of the basic job information which is usually derived from a job analysis. A good relationship with unions and employees is important. Analyse and Prepare Job Description – This requires the preparations of a job description and also an analysis of job requirement for successful performance. To give a straight definition, it's the procedure of weighing up an employee's role and orientating it in the wider company structure. It is on the basis of job evaluation that various incentive methods of wage payments can be in­troduced by determining the base compensation of job. This requires grouping or arranging jobs in a correct sequence in terms of value to the firm, and relating them to the money terms in order to ascertain their relative value. Principles 8. Job evaluation is the process of assessing the worth of a job to decide on how much should be paid for it. 6. Enrich your vocabulary with the English Definition dictionary 7. In brief it may be said that job evaluation is a process in which a particular job of a business and industrial enterprise is compared with other jobs of the enterprise. To Classify Key Factors for Key Jobs: After determining the rate of wages for every job, key factors of the enterprise are classified for some key jobs of the enterprise. Definition: The Job Evaluation is the process of assessing the relative worth of the jobs in an organization. What does JOB EVALUATION mean? (2) The elements selected for rating purposes should be easily explainable in terms and as few in number as will cover the necessary requisites for every job without any overlapping. Besides setting wages, job evaluation also helps in: (a) Establishing references for the settlement of grievances arising out of individual rates and for negotiations with a trade union of internal wage structure and differentials; (b) Clarifying the functions, authority and responsibility of employees; (c) Providing standardisation of and improvement in, working conditions; (d) Developing machinery for a systematic reviewing of job rates as job contents changes. Certain jobs may then be grouped together into a common grade or classification. Its main objective is to adopt suitable wage structure. It helps a company decide the extent to which a job produces revenue, improves efficiency or adds value in some other way. The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone. Job evaluation and compensation. By this process determination of the worth of one job in relation to that of the other jobs in a company is made so that a fair and equitable wage and salary system can be … 5. 2. 1.2 Equal Pay for Equal Value – the Legal Position Terms of Service 7. It is a process which is helpful even for framing compensation plans by the personnel manager. The following, five steps are generally involved: (i) The preparation of job descriptions, which gives us basic job information, usually derived form a job analysis. (3) It is far less expensive to put into effect than other systems, and requires little effort for maintenance. Job Evaluation (JE) is the analysis and evaluation of work for the purpose of determining the relative value of each job in an organization. It is an attempt to assess and compare the 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. The basic objectives of job evaluation is to determine the relative contributions that the performance of different jobs makes towards organisational objectives. Uploader Agreement, Read Accounting Notes, Procedures, Problems and Solutions. (5) The system is complex and cannot be easily explained to, and understood by, every day non- supervisory organisational employee. Job evaluation is the process of assessing or measuring the relative worth of Jobs. It may, however, be noted that a job evaluation system does not accomplish all the purpose; rather it facilitates them. The evaluation process measures the different elements of a job and produces an overall score. Before uploading and sharing your knowledge on this site, please read the following pages: 1. Each job is rated using the job evaluation instrument. job evaluation meaning: 1. the process of comparing a job with other jobs in an organization and deciding how much the…. Each element should be rated of the basis of what the job itself requires. Why are job evaluations important? Only point values and degrees of each element should be discussed. Job evaluation describes "a systematic process that enables the design and establishment of human resources improvement procedures and fair reward systems" and thereby "concerns the assessment of a value system that encapsulates the importance of the parameters that reflect the global responsibilities and duties of a job" (Spyridakos et al., 2001: 376). Job evaluation has been defined as a process of analysis and assessment of jobs to ascertain reliably the relative worth. Job evaluation is defined as the systematic process of assessing the value of each job in relation to other jobs in an organisation. It is a systematic method of evaluating or appraising the value of one job in relation to the other jobs. –, (1) Internal factors- like skill, responsibility, initiative etc. Write a Job Evaluation Manual: A job evaluation manual conveniently consolidates the factor and degree definitions and the point values (the yardsticks to be used by raters in evaluating jobs). These factors may age in be sub-divided into sub-factors as follows: Skill = Education, Training and Experience. Definition of JOB EVALUATION in the Definitions.net dictionary. The importance of job evaluation may be enu­merated as follows: 1. ; and. 5. (v) It is not suitable for managerial job – Jobs like planning decision making etc., are skill oriented and hence cannot be measured in quantitative terms. (2) External factors- like demand and supply of labour, existing wage structure in the industry and the region and so on. © 2012 Farlex, Inc. (ii) Influence of human error – There is no standard list of factors to be considered and there is a difficulty in measuring the some factors. The human resource is very vital for any organisation. It is a complex of job analysis, the study of jobs, job description, the statements of the results of the analysis upon which follows job grading, the placing of jobs in a sequence or ranking which is the basis of job assessment and the establishment of fair pay based on job grading. Job Evaluation is a systematic method of assessing the relative sizes of jobs within an organisation by comparing a job or group of jobs with other jobs. The important features of job evaluation may be summarised thus: (b) The standards of job evaluation are relative, not absolute. On the basis of analytical study of above definitions, it may be concluded that job evaluation is a technique by which different job of an enterprise are evaluated for the specific purpose of determining the wages and salary structure of enterprise. Job evaluation is a method for comparing different jobs to provide a basis for grading and pay structure. Often a rater’s judgment is strongly influenced by present wage rates. After establishing the grade level, each job is assigned to an appropriate grade level on the basis of the complexity of duties, non- supervisory responsibilities and supervisory responsibilities. Job Evaluation questionnaire: this must be completed by the current role holder and verified by the line manager. job evaluation synonyms, job evaluation pronunciation, job evaluation translation, English dictionary definition of job evaluation. Job evaluation is the process of assessing or measuring the relative worth of Jobs. Job Evaluation definition A systematic, formal process that allows organisations to compare jobs to others across the company and the industry. The basic objective of job evaluation is to determine the relative contributions that the performance of different jobs makes towards the realization of organisational objectives. Yet using the same five factors for all organisations and for all jobs in an organisation may not always be appropriate. iii. Analyse and Prepare Job Description –. Since many workers think of jobs in, or related to, clusters or groups, this method makes it easier for them to understand makings. either by making an intuitive “overview” i.e. Definition of JOB EVALUATION in the Definitions.net dictionary. Other stakeholders, such as employees and unions, may ascribe greater importance to certain factors than employers. Job evaluation is often seen as the foundation for a fair and efficient pay framework. The variables which are assumed to be related to value produced are such factors as responsibility, skill, effort and working conditions. It helps a company make wage, salary and/or benefit decisions for the jobs it creates. What does JOB EVALUATION mean? Factors that job evaluators generally consider while evaluating a job are: (a) Specific training need or qualification requirements to perform the assigned tasks better, (b) Requisite knowledge and skills for successful accomplishment of the job, (c) Complexity or intricacy of tasks demanding special skills, (d) Interaction with different departments of the organization, (e) Problem-solving skills and independent judgement for promptness, (f) Accountability and responsibility for fault-free activities, (g) Decision-making authority to develop leadership skills, (h) Degree of supervision required for the task, (i) Cross-training requirements for multiskilling and multitasking, (j) Working conditions such as illumination, noise, ventilation, etc. (3) As there is no standard for an analysis of the whole job position, different bases of comparison between rates occur. Job B is most important from the point of view of responsibilities. Fore mostly, the job evaluation serves a number of purposes which may be grouped into three categories – wage and salary fixation, restructuring job hierarchy and overcoming anomalies. Meaning: Job evaluation is an orderly and systematic process of determining the wages (or worth) of the job in relation to other jobs.It is a process of rewarding the job after it has been analysed. This method is also known as Benge Plan because this method was formulated 1928 by Evgene Benge. A job evaluation does not judge the person in a position, but the position itself. (1) Specific job requirements (such as skill, effort and responsibility) are not normally analysed separately. The I.L.O. Therefore it helps to avoid conflict and maintain good industrial relation between employer and employees. ); (iii) Co-operation with associates outside the line of authority; (1) It requires less time, fewer forms and less work, unless it is carried to a detailed point used by company. One of the biggest criticisms of job evaluation is that it is conducted from the employer’s point of view. The system becomes difficult to operate as the number of jobs increases. For example, the “Equal pay for equal Work” Act focuses on four factors: Working conditions responsibility, efforts and skills. Please direct all questions to your HR Manager. Compensation criteria should be definable and measurable. The rates of wages must be fixed according to the market rates. After the preparation of job description and job specification statements, it assists in the evaluation of actual performance against the predetermined standard. (d) Job evaluation is carried out by groups, not by individuals. Knowles and Thomson state that job evaluation is useful in eliminating many of the evils to which nearly all systems of wage and salary payments are subject. The first two systems are called the non-analytical or non-quantitative or summary systems, because they utilise new-quantitative methods of listing jobs in order of difficulty and are, therefore, simple. (6) Maximum co-operation can be obtained from employees when they themselves have an opportunity to discuss job ratings. (iv) Selection of Grades and Key Jobs. Job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. Focus – Focus should be on rating the job and not the job holder. Under this system, a number of pre-determined grades or classifications are first established by a committee and then the various jobs are assigned within each grade or class. We may define job evaluation as a process of analysing and describing positions, grouping them and determining their relative value by comparing the duties of different positions in terms of their different responsibilities and other requirements. in which the job is performed. In other words it is the rating of jobs in an organization. Plagiarism Prevention 5. But, these skills cannot be measured in quantitative terms. Job Analysis is a comprehensive process while Job Evaluation is a comparative process. These factors may again be sub-divided into sub factors. job evaluation definition in English dictionary, job evaluation meaning, synonyms, see also 'programme evaluation and review technique',evacuation',evaluator',evaluative'. Job evaluation manual become more effective if “Job description” and Job specification can be redrafted in terms of factors identified for each cluster. Features 5. Objectives, Features, Importance, Factors , Definitions by Some Eminent Scholars Like, Dale Yoder, Wendell French and Other Institutions, – Factors that Job Evaluators Consider while Evaluating a Job, Step # 1. Combination of these available more systematically found suitable for determining the relative worth of jobs evaluated. 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