Ranking Method of Job Evaluation

Ranking Method  is the simplest form of job evaluation  method. The method involves ranking each job relative to all other jobs, usually  based on some overall factor like ‘job difficulty’. Each job as a whole is  compared with other and this comparison of jobs goes on until all the jobs have  been evaluated and ranked. All jobs are ranked in the order of their importance  from the simplest to the hardest or from the highest the lowest. The importance  of order of job is judged in terms of duties, responsibilities sand demands on the  job holder. The following steps are involved in ranking jobs.

  1. Obtain job information – The first step of ranking method of job evaluation is the job analysis. Job descriptions  for each job are prepared and these are the basis on which the rankings  are made. The job ranking method usually ranks jobs according to ‘the  whole job’ rather than a number of compensable factors.
  2. Select raters and jobs to be rated – Ranking all the jobs, at a time, is  usually not possible. The more usual procedure involves ranking jobs by  department or in ‘clusters’ i.e. factory workers, clerical workers and so  on. This eliminates the need for having to compare directly, say, factory  jobs and clerical jobs.
  3. Select compensable factors — In the ranking method, it is common to  use just one factor, for instance job difficulty, and to rank jobs on the  basis of ‘the whole job’. Regardless of the number of factors you choose,  it is advisable to carefully explain the definition of the factor(s) to the  evaluators so that they evaluate the jobs consistently.
  4. Rank jobs – Next, the jobs are ranked. The simplest way to do this  involves giving each rater a set of index cards, each of which contains a  brief descript of a job. These cards are then ranked from lowest to  highest.
  5. Combine rating – It is usually to have several raters rank the jobs  independently. Finally, divide all the ranked jobs into appropriate groups  or classifications by considering the common features of jobs such as  similar duties, skills, or knowledge required. All the jobs within a  particular group or classification receive the same wage or range of  raters. Then, once this is accomplished, the rating committee can simply  average the ranking.

MeritsRanking method of job evaluation has the following merits in terms of its procedure,  resources involvement and operational mechanisms.

  1. It is the simplest method.
  2. It is quite economical to put it into effect.
  3. It is less time consuming and involves little paper work.

Demerits — The ranking method of job evaluation has the following demerits in terms of validity  and reliability.

  1. The main demerit of the ranking method is that there are no definite  standards of judgement and also there is no way of measuring the  differences between jobs.
  2. It suffers from its sheer un-manageability when there are a large number  of jobs.

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