The minimum and maximum pay of each grade are shown in the figures. Job evaluation has a certain advantages over other techniques of pay fixation. The ranking is provided to the job on the basis of this comparison. It is difficult  to determine factor level and assign point values. This method is analytical in the sense that jobs are broken into components for purpose of comparison. Job Ranking Method - This is the oldest and simplest method of job evaluation. The techniques and processes of job evaluation were developed and perfected during this time period of the late 1950s. In the points system various aspects or parts of t… i. Sometimes, the rank is expressed in terms of  monetary values and these values are added together to get the correct wage  rate for the job. This technique is more reliable and valid, compared to techniques as each job is compared with all other jobs from respects, i.e., factor rank order and factor comparison, v.   This technique assigns money value more or les fairly and objectively as there is cross cheeking of money value with rank order, However, this technique suffer from certain disadvantages. The six step is comparing all the jobs (factor by factor) of the same grade or level with the related key job and establishing monetary value to the sub-factor various job based on the monetary value of sub-factors or key jobs. Wage differentials would be systematically and according to the content of the under this method. P.o. JOB EVALUATION The aim of job evaluation is to provide a systematic and consistent approach to defining the relative worth of jobs within a workplace, single plant or multiple site organisation. Thus, pure ranking does not cover these refinements. What Should You Include in a Companies Operating Agreement? Assigning the percentage value to each factor. The single most importance task to be performed in a job is identified and compared within the single most important task to be performed in other jobs. Each factor of a job is compared with the same factor of the key job and  rank is awarded. There are certain alternative regarding plotting money on the Y-axis. This method is analytical in the sense that jobs are broken into components for purpose of comparison. Defining each factor, specifying the scope and elements of each factor, Dividing each factor into level and defining each level. In other wards, money value should be assigned to each job. The method of paired comparison can be adopted minimise this problem. Non-quantitative Methods: (a) Ranking or Job Comparison. Since only limited number of factors relevant for the effective job  performance are compared, there are reduced chances of overlapping. The importance among them are: Advantages: This method enjoys the following advantages: (i)It is also simple and easy to understand  and operate,(ii)it provides an opportunity for a systematic organisation structure, (iii) Pay grades are better and appropriate for comparison with whose of other organisations, (iv) It  is more elaborate than  ranking method. vi. • It tries to make a systematic comparison between jobs to access their relative worth for the purpose of establishing a rational pay structure. Limitations: In spite of the above mention advantages, this method suffers from the following limitations: (i)It sometimes seems to be arbitrary though it takes the view of the representation of the trade unions. a) Simple Ranking: This is the simplest and administratively the easiest technique. Ranking method is judgmental and, therefore, it is affected by personal  preferences of job evaluators. Job Evaluation Vs Performance AppraisalPoint Job Evaluation Job Appraisal1.Meaning Finding the relative worth Finding the worth of a of a job. The information is then evaluated against previously agreed criteria. There are several job evaluation methods from which to select. Points Rating Method: This method was introduced by Merrily R.Lott. Ranking System. In this method no effort is made to break a job down into its elements or factors, but the aim is to rather judge the job as a whole and determine the relative value by ranking one whole job against another whole job. You may Also Like. A class is a subdivision of a given occupation. The techniques and processes of job evaluation were developed and perfected during this time period of the late 1950s. Different characteristics of each job are matched with description of job  class and a job is placed in the class with which it matches best. For example, Class I Clerk, Class II Clerk, Class III Clerk, Class IV Clerk and Class V Clerk,. This may  be a positive point so far as avoidance of duplication and simplicity of  procedure are concerned, but may ignore other factors which may be  important for the performance of the job. In view of this, Goldenberg has suggested a single factor scheme. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. For example, the exact  difference between job ranked at first and the job ranked at second cannot be  specified. The most common are job ranking, factor comparison, point evaluation and job comparison methods. Phone: 022 292 6147 i. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. In  this method, each factor of a job is compared with the same factor of the other  jobs or the key job either defined or existing one. In order to increase the reliability of ranking, this exercise is undertaken twice  or thrice by the members. Jobs within the organization are arranged in some order from the most difficult to the simplest or in the reversed order. 3. Job Conditions: Working conditions, hazards etc. NATURE AND SCOPE OF HUMAN RESOURCE MANAGEMENT. Developing job descriptions, job specifications or job requirements covering physical requirements, mental requirements, skill requirements, training and experience, responsibility and authority, working conditions etc. Job grades can be determined on either of two bases. This method, also known as key job method, was originally developed at  the Philadelphia Rapid Transit Company, USA by Eugene J.Benge in 1926 to  overcome two major problems faced in point method of job evaluation. totherelativepositionofitsjob-titlecardinthestack. This step is also known as factor evaluation. First, the employability component focuses on computer-based training and internships for unemployed graduates and university students. Job evaluation has a certain advantages over other techniques of pay fixation. (ii) The job description is prepared for the job if it is not available. Training, judgment, analysis, mental complexity, metal dexterity, adaptability etc. The procedure for factor  comparison method of job evaluation is as follows: The factor comparison method is more systematic and analytical as  compared to any other method and offers following merits: However, factor rating method has its own operational problems which  restrict its adaptability. Job Evaluation Methods: Non-Quantitative and Quantitative Methods and Techniques Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System and Factor Comparison. It is costly and somewhat difficult to the operate compare to the conventional non-quantitative technique. Thus, each job is ranked a number of times (i.e., number of compensable components or sub-factors). This is evident by the fad that government employees  agitate when recommendations of a new pay commission come. 2. The next step is assigning the monetary values to the components or sub-factors of each job. It would be somewhat difficult to explain the mechanism and operation of this method to employees’ supervisor and trade union leader. It is analytical and quantitative method. This technique does not consider all the sub-factors as the operating of the system would be difficult if it considers all the factors. Constituting a representative committee of members from various departments for job evaluation, Selecting a sample of jobs and preparing job descriptions, job specifications and employee specification. The important in this context is conversion of point scores into monetary values by assigning a standard unity of money to each point. The job descriptions are then studied and analysed. Each factories divided into degrees or levels and point value is assigned to each level. The ranking is provided to the job on the basis of this comparison. Ross checking is provided through Exhibit, where the money value of each sub-factor is given in brackets. Outlining the job. The job evaluation techniques divide each job into various elements. It helps in the elimination of personal prejudices in establishing rates by putting the rate structure on an objective basis. Does not consider market compensation rates. 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