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    Job Classification

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    peter mulila
    Job classification organizes jobs into a hierarchy based on responsibility and required skills. It groups similar jobs and ensures consistency between duties and grade. Organizations prefer the "rank-in-job" approach which evaluates jobs based on work value rather than personal attributes. Job classification aims to provide fair remuneration linked to services rendered. Common evaluation methods include ranking, grade descriptions, and point factor rating which assigns scores to job factors to determine a relative value.

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    Job Classification

    Uploaded by

    peter mulila
    392 views2 pages
    Job classification organizes jobs into a hierarchy based on responsibility and required skills. It groups similar jobs and ensures consistency between duties and grade. Organizations prefer the "rank-in-job" approach which evaluates jobs based on work value rather than personal attributes. Job classification aims to provide fair remuneration linked to services rendered. Common evaluation methods include ranking, grade descriptions, and point factor rating which assigns scores to job factors to determine a relative value.

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    J E Classification

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    Job classification organizes jobs into a hierarchy based on responsibility and required skills. It groups similar jobs and ensures consistency between duties and grade. Organizations prefer the "rank-in-job" approach which evaluates jobs based on work value rather than personal attributes. Job classification aims to provide fair remuneration linked to services rendered. Common evaluation methods include ranking, grade descriptions, and point factor rating which assigns scores to job factors to determine a relative value.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    392 views2 pages

    Job Classification

    Uploaded by

    peter mulila
    Job classification organizes jobs into a hierarchy based on responsibility and required skills. It groups similar jobs and ensures consistency between duties and grade. Organizations prefer the "rank-in-job" approach which evaluates jobs based on work value rather than personal attributes. Job classification aims to provide fair remuneration linked to services rendered. Common evaluation methods include ranking, grade descriptions, and point factor rating which assigns scores to job factors to determine a relative value.

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    INTRODUCTION

    What is job classification?

    Job classification is a method of organizing jobs and levels of responsibility in


    a particular order, grouping together similar or comparable jobs according to
    the functions to be performed and related skills, knowledge or experience
    required to discharge these functions. It thus creates a hierarchy based on the
    level of responsibility and tasks assigned and ensures consistency between
    the actual duties and responsibilities of a post and the grade allocated. There
    are two different approaches to the establishment of a salary hierarchy in an
    organization.

     Rank-in-job approach: It is tied to the principles of equal pay for work


    of equal value, relative worth, significant differences and evaluation of
    the work performed, not the competence or contributions of the
    individual.
     Rank-in-person approach: It is based on personal qualifications, such
    as academic credentials or seniority.

    Organizations of the United Nations common system opted for the "rank-in-
    job" approach mainly because it is less open to subjectivity and discrimination
    and better able to adjust to changing organizational demands.

    The principal objectives of job classification

     To provide for the fair and equitable remuneration of staff by applying


    standards reflecting the internal values of the organizations, uniformly
    and consistently over time; and
     To provide for the establishment of links between the objectives of the
    organization and the work performed to reach those objectives - in other
    words, the relationship between salaries paid and services rendered.

    Job evaluation methods

    The evaluation methods presented below are based on the "rank-in-job"


    approach.

     Ranking: This is the simplest method of classification, in which jobs are


    described and ranked in order of difficulty, following which grades and
    levels can be assigned to jobs. It is a non-quantitative method of listing
    jobs according to the demands they are considered to make on those
    who perform them.
     Grade description: Through this method. jobs are classified by
    comparing them with a predetermined standard and are assigned levels
    which best correspond, as a whole, to their duties and responsibilities.
    This predetermined standard is basically a set of benchmarks against
    which whole jobs are matched to arrive at a grade. It is also a non-
    quantitative method of sorting posts of a single type into classes and
    grades which have been determined and described.

     Point factor rating: A point rating plan is developed by selecting and


    defining factors, by defining a number of degrees for each factor and by
    assigning point values to each degree. Jobs are analysed in terms of
    the factors in the classification plan and assigned a point value by
    reference to the factor and degree definitions. The total number of
    points determines the relative value of the job. This method is used for
    the evaluation of work in the Professional and higher categories
    because of its capacity to evaluate consistently and accurately, the
    heterogeneous jobs found in the United Nations common system
    organizations. While it is more costly to develop and operate than other
    systems, it is more difficult to manipulate and biases become more
    readily apparent, thus, it is ultimately more cost effective.

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