|Series||Occasional papers / Work Research Unit -- 23|
|The Physical Object|
|Number of Pages||13|
CIPD Publishing, - Job evaluation - pages 1 Review Effective corporate initiatives and processes are the bedrock of successful organizations; the Developing Practice series provides manager with essential frameworks to identify, formulate and implement the best policies and practice in the management and development of people.4/5(1). Job evalu ation meth ods are c overed in about ev ery book on human resources managem ent, e.g. [Armstron g , Banfield, Kay , Król, Ludwiczy ń ski , Rostowski ].Author: Wiktor Adamus. STEP 5: Rank the jobs in the organization based upon the factors chosen Jobs with the most points should be ranked higher than those with fewer points (once the jobs are assigned factors using a numerical scale). This step is the heart of the job evaluation process. When rigor and a systematic approach are used for job evaluations. Job evaluation is only one among several factors in deterring the wage level. Sometimes, other factors like government policy may dominate the job evaluation The results of job evaluation may not exactly coincide with social evaluations which in turn result in employee dissatisfaction.
Job evaluation is defined as a method for determining the worth of a job in comparison to the different jobs in the organization. To establish a justified pay structure for all the employees of the organization, job evaluation gives a means to compare the quality of the work in a particular job, in other words, the worth of a job. A job evaluation plan is a technique of using a common set of generic factors to evaluate all jobs (or a set of jobs) for the purpose of assigning a pay grade/range to the jobs. In the job evaluation plan, you rank a job’s duties and responsibilities relative to other jobs in an organization. Important Features of Job Evaluation. Job evaluation has some importance and features as follows: Job evaluation helps to rate the job; It is a technique which helps to rate the job in terms of complexities and importance. It rates the job but the job holder. This helps to determine and fixing wages accordingly. Job evaluation is: “a method of determining on a systematic basis the relative importance of a number of different jobs” Job evaluation schemes are used as the basis for fair pay systems. The aim of job evaluation is to provide a hierarchy of jobs that is fair and non-discriminatory. In practice, for the job evaluation to be ‘ felt fair.
Understanding the New Job-Analysis Technology The new component-based approach to job evaluation will have a significant impact on the role of the HR manager. More than ever before, traditional methods of job analysis are facing the pressures of a changing workplace. Job Evaluation weighting scheme – scoring chart 73 8. Job Evaluation band ranges 7 4 9. Guide tothe use of profiles 75 Job descriptions and Agenda for Change 79 Matching procedure 81 Hybrid Matching/ Evaluation Procedure 90 National protocol for local evaluations 92 Alan J. Arthurs, in International Encyclopedia of the Social & Behavioral Sciences (Second Edition), Job evaluation is a method that is used to produce a hierarchy of jobs in an organization as the basis for determining relative pay levels. It seeks to measure the relative value of jobs, not that of the job holders. The main aim of job evaluation is to provide an acceptable rationale for. Job Evaluation is a tool used to determine the relative worth of a job so as to differentiate its wage/salary from other job types. In other words, job evaluation is a comparative process that compares the inherent value or worth of a job in a workplace. Some of .