.

Job Evaluation is a process through

which jobs are
Described
Analyzed
Weighted

The outcome ,a total score in points

expresses the weight of a particular
job in relation to other jobs.
 To gather data and information relating to job
description, job specification and employees
specifications for various jobs in an organization.
 To compare the duties, responsibilities and
demands of a job with that of other jobs.
 To determine the hierarchy and place of various jobs
in an organization.
 To determine the ranks or grades of various jobs.
 To ensure fair and equitable wages on the basis of
relative worth or value of jobs.
 To minimize wage discrimination based on sex, age,
caste, region, religion etc.
 Rate the job but not the employees.
 The elements should be defined clearly and properly selected
and easy to understand.
 Concerned employees & supervisors should be educated &
convinced about the programme.
 Secure employee co-operation by encouraging them to
participate in the rating programme.
 Supervisors should be encouraged to participate in rating the
jobs.
Some Major Decisions in Job Evaluation

• to get right people with right skill in the

right place at the right time.

• getting information about job.

• Evaluate plan’s usefulness

 PROCESS or FLOW CHART

Objectives of Job evaluation

Job analysis

Job
Description Job
Specification

Job evaluation programme

Wage Survey

Employee classification
METHODS OF JOB EVALUTION
Ranking method:In this,jobs are ranked in order of
there importance from simplest to hardest.
Point method: a number of important factors are to
be considered in each job are determined
Job grading Method: number of free determine
grade are decided by committee and each job is
assigned one of the grades
Factor comparison Method-It is combination of
ranking & point method.Ranks of jobs is evacuated
in relation of monetary scale.
 Methods Advantage Disadvantage

Ranking :- Fast, simple, easy to explain, suitable Not very accurate , not
for small org, not expensive. useful for large org., least
used method
Job Grading:- Can group a wide range of work Not useful for large org,
together in one system, simple, more time consuming, not
accurate than raking method. involved detailed job
analysis.
Point :- Compensable factors call out basis Can become bureaucratic
for comparisons. Compensable and rule-bound.
factors communicate what is
valued.
Factor Finds wages for a job, wages can be Expensive, time
comparison calculated speedily, greater consuming,
method consistency in the judgment, size of
jobs can be measured.
 Avoid excessive overlapping or duplication.

 Be definable and measurable.

 Be easily understood by Employees & administrators.

 Not cause excessive installation or administration cost.

 Be selected in legal considerations in mind.