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    Job Evaluation & Description

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    Vrushali Manish
    The document discusses job evaluation and grading methods. It provides definitions of job evaluation as assigning value to jobs based on factors like skills, responsibilities, and working conditions. Several methods are described, including ranking jobs, using quantitative factors, points systems, and grading or classifying jobs into groups. The objective is to establish a rational pay structure by determining the relative worth of different jobs.

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    Job Evaluation & Description

    Uploaded by

    Vrushali Manish
    239 views34 pages
    The document discusses job evaluation and grading methods. It provides definitions of job evaluation as assigning value to jobs based on factors like skills, responsibilities, and working conditions. Several methods are described, including ranking jobs, using quantitative factors, points systems, and grading or classifying jobs into groups. The objective is to establish a rational pay structure by determining the relative worth of different jobs.

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    The document discusses job evaluation and grading methods. It provides definitions of job evaluation as assigning value to jobs based on factors like skills, responsibilities, and working conditions. Several methods are described, including ranking jobs, using quantitative factors, points systems, and grading or classifying jobs into groups. The objective is to establish a rational pay structure by determining the relative worth of different jobs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    239 views34 pages

    Job Evaluation & Description

    Uploaded by

    Vrushali Manish
    The document discusses job evaluation and grading methods. It provides definitions of job evaluation as assigning value to jobs based on factors like skills, responsibilities, and working conditions. Several methods are described, including ranking jobs, using quantitative factors, points systems, and grading or classifying jobs into groups. The objective is to establish a rational pay structure by determining the relative worth of different jobs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 34

    JOB EVALUATION / GRADE STRUCTURE

    Unit I - by V. Sawankar

    Meaning
    A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Job evaluation provides a base for ranking or grading different jobs and developing a pay structure for them. The objective of job evaluation is to determine which jobs should get more pay than others.

    Job evaluation may be defined as a process of assigning value for each job in a job hierarchy so as to find out a relative remuneration for different jobs

    Meaning
    Job evaluation provides a basis for ranking or grading different jobs and developing a pay structure for them. Job evaluation may be defined as a process of assigning value for each job in a job hierarchy so as to ascertain and determine a relative remuneration for different jobs. It takes into account the demands of the job in terms of efforts and abilities.

    Objective Of Job Evaluation


    To Provide rational wage structure. To compare job and pay structure with other organisation or industry standards.

    To reduce pay grievance.


    To provide an incentive for employees to strive for higher level jobs. To have source of information for wage negotiation

    Job Evaluation Method


    Non Quantitative methods Quantitative methods

    Job as a Whole is consider. Judging and comparing with each other

    Requirement and elements of job are consider.

    Ranking or Job Comparison


    Jobs are arranged from highest to lowest, in order of their value or merit to the organization. The job at the top of the list has the highest value and obviously the job at the bottom of the list will have the lowest value.

    Jobs are usually ranked in each department and then the department rankings are combined to develop an organizational ranking.

    The variation in payment of salaries depends on the variation of the nature of the job performed by the employees.

    Its have disadvantage in big organizations because rankings are difficult to develop in a large, complex organization. Moreover, this kind of ranking is highly subjective in nature and may offend many employees. Therefore, a more scientific and fruitful way of job evaluation is called for.

    Ranking Method of University Job


    Ranking Order
    Professor Associate Professor Lecturer / Asst Professor

    Pay Scale
    Rs. 16,400-450-20900 Rs. 12000-420-18300 Rs. 8000-275-13800

    Job Classification or Grading Method


    According to this method, a predetermined number of job groups or job classes are established and jobs are assigned to these classifications. Following is a brief description of such a classification in an office.
    Class I - Executives: Further classification under this category may be Office Manager, Deputy office manager, Office superintendent, Departmental supervisor, etc.

    Class II - Skilled workers: Under this category may come the Purchasing assistant, Cashier, Receipts clerk, etc.

    Class III - Semiskilled workers: Under this category may come Steno typists, Machine-operators, Switchboard operator etc.

    Class IV - Unskilled workers: This category comprises, File clerks, Office boys, etc.

    Job Classification or Grading Method


    Administration Sales & Marketing Human Resource

    AD 1 Admin Director AD 2 Office Manager AD 3 Secretary

    SM 1
    Sales Director SM 2 Sales Manager SM 3 Sales Officer
    SM 4 Executive

    HR 1 Hr Director HR 2 HR Manager
    HR 3 HR Officer / Recruiter HR 4 HR Consultant

    AD 4
    Receptionist

    Job Classification or Grading Method

    Factor Comparison Method


    It is the most complex method of all, it is consistent and appreciable. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors.

    These factors include mental effort, physical effort, skill needed, responsibility, supervisory responsibility, working conditions and other such factors (for instance, know how, problem solving abilities, accountability, etc.).
    Pay will be assigned in this method by comparing the weights of the factors required for each job, i.e., the present wages paid for key jobs may be divided among the factors weighted by importance

    Example of Factor Comparison Method

    Point Method

    The point method is widely used. It requires identifying several compensable factors

    Each factor is assigning a point value. This helps to find the relative worth of a job

    Once the worth of job in terms of total points is expressed, the money value is assigned to points.

    Point Method
    Point Rating 100 - 150 150 - 200 200 - 250 250 - 300 300 350 Job Grade 1 2 3 4 5 Pay Scale 900 - 1800 1400 -2200 1700 - 2700 2400 - 4200 3200 - 5200

    JOB ANALYSIS

    What is Job Analysis?


    JOB Job is the collection of the task that can be performed by a single employee to contribute to production of some goods or services provided by organization.

    Job Analysis

    Job Duties Job Responsibilities

    Meaning
    Job analysis is a formal and detailed examination of jobs. It is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. A task is an identifiable work activity carried out for a specific purpose, for example, typing a letter.

    Job Analysis
    A Duty is a larger work segment consisting of several tasks (which are related by some sequence of events) that are performed by an individual, for example, Recruitment, selection, payroll, induction etc. Job responsibilities are obligations to perform certain tasks and duties.

    Definition
    According to Edwin Flippo Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job.

    Nature of Job Analysis


    1. Systematic way of gathering and analyzing information about job. 2. Develop Jobs. 3. Identifies Job Factors and Duties. 4. Redesigns Job

    HRP

    Recruitment Selection

    Job Evaluation

    Placement

    Job design & Redesign

    Training

    Performance Appraisal

    Employee Safety

    Counselling

    Uses Of Job Analysis


    Human resource planning: Job analysis helps in
    forecasting human resource requirements in terms of knowledge and skills.

    Recruitment: Job analysis is used to find out how and


    when to hire people for future job openings.

    Selection: Without a proper understanding of what is to


    be done on a job, it is not possible to select the right person .

    Placement: After selecting people, we have to place


    them on jobs best suited to their interests, activities and aptitude.

    Training: If there is no proper job analysis it will lead to


    confusion and proper training cannot be initiated.

    Cont.
    Counseling: Managers will be in a position to counsel employees
    about their careers when they understand the different jobs in an organization.

    Employee safety: A job analysis will indicate unsafe


    conditions associated with a job.

    Performance appraisal: Only on a proper job analysis


    being made available will it be possible to assess or compare individuals.

    Job design and redesign: Once the jobs are understood


    properly, it is easy to locate weak spots and undertake remedial steps.

    Job evaluation: Job analysis helps in finding the relative worth


    of a job, based on criteria such as degree of difficulty, type of work done, skills and knowledge needed, etc.

    Methods Of Collecting Job Analysis Information

    INTERVIEW
    Information sources
    Individual employees Groups of employees Supervisors with knowledge of the job

    Advantages
    Quick, direct way to find overlooked information

    Disadvantages
    Distorted information

    Interview formats
    Structured (Checklist) Unstructured

    QUESTIONNAIRES

    Information source
    Have employees fill out questionnaires

    Advantages
    Quick and efficient way to gather information from large numbers of employees

    Questionnaire formats
    Structured checklists Opened-ended questions

    Disadvantages
    Expense and time consumed in preparing and testing the questionnaire

    Quantitative Job Analysis Techniques


    The position analysis questionnaire (PAQ)
    Questionnaire to collect quantifiable data concerning the duties and responsibilities of various jobs.

    The Department of Labor (DOL) procedure


    Standardized method by which different jobs can be quantitatively rated, classified, and compared.

    Functional job analysis


    The extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks.

    OBSERVATION

    Information source
    Observing and noting the physical activities of employees as they go about their jobs

    Advantages
    Provides first-hand information Reduces distortion of information

    Disadvantages
    Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity

    PARTICIPANT DIARY

    Information source
    Workers keep a chronological diary/ log of what they do and the time spent in each activity

    Advantages
    Produces a more complete picture of the job Employee participation

    Disadvantages
    Distortion of information Depends upon employees to accurately recall their activities

    Writing Job Descriptions


    Job Identification

    Job Specifications

    Job Summary

    Sections of a Typical Job Description


    Working Conditions Responsibilities and Duties

    Standards of Performance

    Authority of the Incumbent

    The Job Description


    Job Identification
    Job title Preparation date

    Responsibilities & Duties


    Major responsibilities and duties (essential functions)

    Job Summary
    General nature of the job Major functions/activities

    Decision-making authority Direct supervision Budgetary limitations

    Relationships
    Reports to: Supervises:

    Standards of Performance & Working Conditions


    What it takes to do the job successfully

    Works with: Outside the company:

    OR / The Job Description

    1. Job Identification Information


    (Includes the job title, department & level)

    2. Position Supervisor
    (Includes to whom the position reports)

    3. Job Summary/ Scope of Job


    (Provides a brief description of the scope of a job, explains main duties of the position)

    4. Responsibilities / Duties / Content


    (list of duties , how these are performed & what standard of performance is required. often start with "action verbs-for example; "cook," "serve or "prepare)

    5. Authority
    (Describes any limits to the employee's authority) 6. Job Specifications (Includes background, education, or skills a person should bring to the job or mental, emotional or physical skills associated with the position)

    7. Job Setting Information


    (Includes physical description of the primary locations of the job, such as; kitchen or dining room)

    8. Publication Information
    (Who wrote the description, who is responsible for its content & date it was approved or published)

    Job Identification Summary


    Job Title
    Job Code

    Job Location
    Job Grade

    Document Author, Approvals, And Date

    Title Of Supervisor
    Pay Range

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