Job Evaluation Process

Job evaluation aims  to provide this equity and consistency by defining the relative worth of different  jobs in an organisation.  Job evaluation is a process consisting of several steps.

The following are the steps in job evaluation  process:

1. Job Analysis

Job evaluation process starts with the base provided by job analysis. Job  analysis identifies various dimensions of a job in two forms: job description and  job specification. Job description provides responsibilities involved in the  performance of the job while job specification provides attributes required in the  job performer. Both these taken together provide information about various  factors involved in different jobs.

2. Appointment of Committee for Job Evaluation

As pointed out earlier, job evaluation is a specialized function and is  carried on by a committee consisting of members drawn from different line  departments of the organisation, outside experts, besides HR personnel. HR  person generally acts as committee convener or chairman of the committee.

3. Training for Job Evaluation

Since members of the job evaluation committee are drawn from different  fields. they should be provided brief training for job evaluation. The training should be, given through a series of meetings in which  the following issues are generally discussed and doubts cleared.

  • What is job evaluation?
  • Why does this company need job evaluation?
  • How will it work?
  • How does it affect promotion policy?
  • How will the system be kept up-to-date?
  • Does job evaluation mean that everyone whose job is in the same grade gets  the same rate of pay?
  • How does the publication of job grades and salary bands affect  confidentiality?
  • How does the system cater to additions or alterations in jobs?
  • What happens if an individual disagrees with his grading?
  • How quickly will appeals on grading be dealt with?
  • How will the company go about grading new jobs created as the result of  change or expansion?

4. Defining Criteria for Job Evaluation

Evaluation of job or any other element, within or without organisational  context, is always comparative and for comparison some evaluative criteria must  exist. For job evaluation, defining of criteria involves two aspects. First, there  should be identification of critical factors involved in a job which must be  evaluated. These factors are responsibility, skill and effort. Other factors which  are relevant for consideration are working conditions, difficulty involved in job  performance, time-span of discretion, number of subordinates to be supervised  etc. Second, after identifying various factors, criteria in respect of these have to  be fixed. For fixing criteria, some benchmark has to be established. Such a  benchmark can be established either by taking various jobs within the  organisation or the benchmark being used by the industry sector. Various industry associations throughout the world have  developed benchmarks for various jobs in their own sector.

5. Selecting Methods of Job Evaluation

After fixing the criteria, the next step is the determination of methods  through which various criteria can be applied in job evaluation. There are both qualitative and quantitative methods  which can be used. Since a particular method emphasizes on some specific  aspects and is not complete in it, usually, a combination of different methods has  to be followed.

Read More About:  Methods of Job Evaluation

6. Job Classification

Based on the results obtained by different methods used for evaluating  different factors in a job or the evaluation of the whole job as such, various jobs  are classified into different grades. This classification may produce a large  number of jobs. e.g., class three officer, class two officer, class one officer, senior officer  and so on. These numbers are merged into one to have a grade. From wage  and salary administration point of view, there may be internal classification of a  grade. This job classification is used to build job hierarchy which shows the  relative worth of different jobs within the organisation. A job at higher level of  hierarchy is more worthwhile as compared to that at the lower level. Wages and  salaries are fixed according to this ordering.

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