Obtaining job descriptions data for each job, iii. ii. The final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. Each factor is assigned points which are totalled in the end to find out the ranking of the job. The . When you download the PPT, you get the deck in both widescreen (16:9) and standard (4:3) aspect ratio. It needs expertise to decide factors, degrees, point values. These five components are: (a) the position questionnaire; (b) the training and practice sessions; (c) the interviews; (d) the role of the consultant; and (e) the group work evaluation scoring. It involves breaking down the job into several compensable factors, giving each job a numerical score on each of these factors and summing these scores to obtain the value of the job. Identification of factors that are present to some degree in all jobs in organization. skill, responsibility, working conditions, physical activity etc.). Computerising of job evaluation is considered as a recent trend. In this connection, some analysts assign exact point value to each degree, while others provide a range. Under it, jobs are divided into component factors. Each job consists of some factors. This is the most simple method used for determining the relative worth of jobs in an organization. Secondly, the Paterson system is mainly based on one single factor - 36 . It is easy and less expensive to introduce this mechanism for evaluation of jobs in organization. Each factor is assessed separately and points are allocated according to the level needed for the job. Evaluation of key jobs through ranking on a factor by factor basis. Factor comparison . The so-called rulers must be constructed from words and the so-called measurements are still judgements. iii. (f) Evaluate non-key jobs based on the monetary comparison scale. Job evaluation: methods: factor comparison. For salaried jobs in Government and other ser­vices, this method is suitable. Rating jobs – Evaluators rate jobs with the help of point manual. Mental requirements (education, alertness, judgment, initiative, creativity, ingenuity, versatility), b. (vii) Design, adjust and operate the wage structure. (d) Compare factor ranking of each job with its monetary ranking. Job evaluation. The Paterson Job Evaluation plan was developed by Dr. T. T. Paterson when he was Professor at the University of Strathclyde in Scotland. This is a justified method of evaluating different jobs in an organization as relative values are determined through comparing of other jobs with key jobs. In complex organisations, they cannot be used. The evaluator makes decisions based on these factors independently. If two jobs obtain equal score, that indicates that both jobs are equal in every respect, and hence, should be given equal wages also. The same factors are used for each job. The basic difference between the two is that the non-analytical methods, whilst establishing a grading hierarchy, are non- quantitative and the analytical methods are quantitative and are expressed in some numerical form. Details of degrees are described to make the evaluator easy to place factors in the appropriate degrees. Conceptually, this is easy to understand and implement, particularly for a smaller organisation. The classification system has some limitations. Such key jobs that are found within the organization consist of representative characters. The top of the hierarchy is considered the most important level; the person who sits at the top has the most authority. Who is funding the research or writing of this source? It is a qualitative method of rating the jobs and does not try to quantify the various factors of a job. Market conditions, an organisation’s paying capacity, the existing salary structure, and past conventions may be other limiting factors in this regard. Job ranking is the simplest and easiest job evaluation method. There are a number of job evaluation methods to choose from. The same points assessment plan is not normally used to cover the entire range of jobs in an organisation, but the common practice is to have separate plans for manual, clerical and managerial jobs. However, this is more rational because factors, sub-factors, degrees, and points are identified in an objective manner. Grade descriptions which are inflexible in nature tend to be unconcerned with the situation arising out of organization development and technological advancement. My paper was plagiarism free despite placing an urgent assignment with you. Under this jobs are broken-down into components or factors and scores for each component of the job are awarded with a final total giving an overall rank order. Each of these factors is divided into sub-factors! Non-analytical job evaluation methods assignment point. Since, this point system is complex, employees, trade union leaders, supervisors find it difficult to understand the method. View Test Prep - Week 8 Slides.ppt from HRES 3275 at Mount Royal University. ii. This method is also known as quantitative method. The computer software applies predetermined rules based on an algorithm, the algorithm reflects die organisation’s evaluation standards to convert die data into scores for each factor and produce a total score. Finding out respective points assigned to degrees. i. vi. It is difficult to develop factors, sub-factors, degrees, and points. Comparisons are then made between the ranking and the agreed factor rate. You can change your ad preferences anytime. This method is simple to compute and is easy to interpret. Jobs are not divided factor by factor, but are considered whole entities. ii. The Hay Group Guide Chart Profile Method of Job Evaluation is the most widely used single job evaluation method in the world, being used by over 7,000 profit and non-profit organisations in some 40 countries. Job evaluation enabling comparison of scores helps management to ascertain the efficacy of the existing pay/wage structure; the rational pay system may be formulated on the basis of the job evaluation studies. This method is basically a ranking operation as it ends in classifying jobs into various, grades in the organisation. Refers to a method through which detailed evaluation of the job is carried out in comparison to the ranking and classification method. a. Method of Job Evaluation – 4 Main Methods (With Comparison) The four major methods of job evaluation are listed below: 1. The ranking system is marked by simplicity and easiness. The evaluator simply compares each job against the others by deciding whether it is: Having compared jobs ‘vertically’, the evaluator will then, if more than one distinct area is under review, look at the situation horizontally in order to equate jobs of equal worth across the whole area. Factors usually assessed include knowledge and skills, people management, communication and networking, freedom to act, decision-making, working environment, impact and influence, and financial responsibility. Korn Ferry Hay Group’s job evaluation method serves as the basis for many other . See our Privacy Policy and User Agreement for details. Assigning points to factors and degrees – Evaluators examine each job on a factor-by-factor basis and ascertain the degree that job fits into for each factor. The process does not look into the individual abilities or performance of the people at work. 1. Job Analysis-Based Schemes. Some are different in respect of efforts, duties, skill, working conditions and responsibilities to each other and some are similar belonging to same group, Job Evaluation Methods and Techniques: Analytical and Point Methods, Methods of Job Evaluation – Non-Analytical and Analytical Methods, Methods of Job Evaluation – Top 4 Methods of Job Evaluation. The point rating system, although expensive and having difficulty in weightage fixing, was identified as scientific, logical, and objective. If you continue browsing the site, you agree to the use of cookies on this website. However, this method cannot be used in larger organisations. Point Method Job Evaluation Example. The future cost may be predicted with a degree of accuracy and career planning may be done for the existing employees according to projected assumptions about organisational structure and establishment. This method puts a high focus on the first relevant element of the list. This approach identifies job factors that add value and worth to a position. Job of the same ranking are allocated the same grade and a grading structure emerges. Preparing job evaluation manual – Job evaluation manual is prepared by the evaluation committee members. Point Method . Most important job holders can obviously expect better pay structure and other fringe services, than the less important job holders. Factor comparison method involves the following activities: i. The point method is a widely used technique in which factors that are important to the job are rated numerically. It is very easy to compare pay grade of one organization with that of other organization. Or is the author advocating one specific view of a topic? The final phase is the attachment of monetary values to the various grade levels. Ranking each position’s job description against the classification/grade description, v. Placing each job in appropriate classification. Also, I almost never read from the PPTs. The points for individual factors are added up to get a point value for the whole job. The factor comparison scheme described above is specific to shop-floor levels, but a number of adaptations have been used for managerial levels. Selection of key jobs that are well known to everyone within the organization. On the basis of grades, various scales of remuneration are fixed and thus pay differentials on a prevailing rate ba­sis are made possible. The good properties of the NPV method are: (i) The method uses the rate of opportunity cost of capital as the discount rate in order to find the present value of all expected revenues and costs. Clipping is a handy way to collect important slides you want to go back to later. i. Under this method components / factors of jobs are ascertained and defined, degrees of each factor in jobs are decided, points are assigned for each degree of each factor, corresponding points of each factor are summed, jobs with similar point value are placed in similar pay grade / scale. This is also called job-grading method. Under this method, key jobs are decided and all other jobs are compared to such key jobs based on factors that are present in all jobs. It cannot specify why one job is rated superior to another. Once the compensable job factors developed, positions are compared to the factors and the appropriate number of points is assigned. pinpoints the particular work operations whose completion times are … Keep up the good job guys. This involves the problems of pricing. This method is very successful in small organizations; however, it is not suitable for large organizations. All my papers have always met the paper requirements 100%. Then, jobs can be ranked like most other job evaluation methods. This is the most commonly used method. The point method is a quantifiable approach that is widely used in the private sector. Statement #1. This can simplify the process of allocating wage grades. So, total number of degrees varies from factor to factor. This is a powerpoint presentation on the hay system of Job evaluation. For job classification, you are required to write descriptions for different categories of jobs, after which you need to develop standards for each job category by describing the key characteristics of those jobs in the category and then finally consider similarities among tasks and contributions of the jobs to the organization’s overall goals and match the jobs to the categories. Job evaluation methods. In some organisations geometric progression is used for assigning weightages. It is difficult and time consuming to prepare grade description. The point method measures performance through scales and job factors rather than focusing on the entire job functions and ranking employees against each other. Looks like you’ve clipped this slide to already. All jobs are arranged in or­der of their possession of certain characteristics such as skill, effort, responsibility and working conditions. The factors of each job are examined to decide to which factors of key jobs they closely resemble, and money rates of those factors are taken for fixing the worth of such job. Looking to different perspectives, organization requires to set key job for its own use. iv. 3. The total points for a job indicate its relative worth or value. Under this method, comparison among different jobs is made factor by factor and not in its entirety as we find in case of ranking method. Excellent work , within deadline , to the point . It entails deciding which jobs have more of certain compensable factors than others. Anderson (1997) studied all the ‘pluses’ and ‘minuses’ of the various methods of job evaluation and uncovered and advocated that the ranking method was simpler for smaller jobs, cheaper, and easy to explain. Usually, the weightages in the point system are assigned in arithmetic progression. Essays, research papers, term papers, courseworks, etc. PROMINENT JOB EVALUATION SYSTEMS • Hay Group • Peromnes • JE Manager/Decision Tree • T.A.S.K. Comparison of job (i.e. There are two types of analytical methods: Every job requires certain capabilities on the part of the person who does the job. Ranking, the original method, is a direct system of comparing jobs together so that they are ranked in order of their importance, starting with the least important in the first rank and moving to the most important in the last. 10-11 SEPTEMBER 2015. Job evaluation: objectives, principles and methods of job evaluation. THE HAY METHOD OF JOB EVALUATION History and development. It is a quantitative technique of job evaluation. Therefore, it is a good project evaluation method. When the number of jobs is large, the jobs may have to be grouped into job families, for e.g. But this may produce arbitrary and probably unwanted loadings in the higher degree range. After classifying the factors, the evaluators create a monetary scale, containing each of the five universal factors. So, the range-principle appears to be better. Download ppts, seminars, class notes for free. The number of jobs may cluster around certain groups of scores. Monitoring and Evaluation framework and tools to monitor pilot implementation, including agreed target numbers for number of women micro-entrepreneurs registered and trained on digital payment solutions, number and definition of women micro-entrepreneurs actively using their digital account (e.g. Effort Knowledge Interpersonal 2. This is a method usually applied in a few basic and key jobs. This serves as a useful check on the suitability of key jobs originally selected. For example, you may determine that skill is one of the factors. (c) Physical requirements- The requirements involve sitting, standing, walking, lifting, and so on. We are ready to help you with any type of work. It is totally based on the number of grades and salary particulars for each grade worked out first. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. The more demanding the job, the higher is the ‘points’ value’. While comparing two jobs, certain points are allotted to them. Human resources managers evaluate jobs at companies to help place them into the organization chart, determine the qualifications needed to fill those jobs, assign titles, and help set appropriate benefits and compensation levels. Whether you are looking for essay, coursework, research, or term paper help, or with any other assignments, it is no problem for us. See our User Agreement and Privacy Policy. The rater may put the highest and the lowest job at the top and at the bottom, respectively, and then other jobs in between the two. The ranking is first arranged numerically. Two of the most common job evaluation methods are job ranking and the points method. Content Guidelines 2. Sometimes, a series of grades or zones are set accordingly and all the jobs in the organisation are arranged into these. This is a costly method to construct. This provides a basis for arranging the jobs in relation to their relative worth. Job evaluation ascertains the worth or value of job, not the performance of people. It helps in evaluating jobs by giving a detailed, analytical and quantitative evaluation. Everything you need to know about the methods and techniques of job evaluation. It differs from the job ranking method in that, before any evaluation of a job takes place, the number of grading levels and the criteria for determining the type of work or responsibility to meet those levels are defined. iv. Now customize the name of a clipboard to store your clips. Skill 3. To measure job from a quantitative point of view we use work norms as a function of time standards, pro-ducts quantity or service level. It does not require much expertise to use this method in organization for evaluating jobs. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. They are:- 1. Since, emphasis is given on ‘point’ factor not ‘money’ factor, this evaluation technique is unbiased and not influenced by any factor. The next step is to decide the current rate for each job to be paid for each factor. Factor comparison method is a quantitative method used for .evaluation of jobs in an organization. It can be changed as per the specific needs of the organisation. It is, therefore, necessary to establish a mechanism or a process to determine the relative worth of jobs, to develop a rational basis for the design and maintenance of an equitable pay structure, and also of a fringe service pattern in an organization. It is difficult to use in big organization where number of jobs that need evaluation are many. (e) Working condition- It highlights environmental factors such as noise, suffocation, illumination, smell, ventilation, hazards, and length of working hours. However, little is known about the underlying effects at a neural level. The weakness of the system lies in assigning monetary values to the factors on the basis of prevailing rates as standards. Disclaimer Copyright, Share Your Knowledge iv. The writer kept me updated all through and any issue was handled very professionally Cheap essay writing sercice. It is similar to the classification method in that a scale is set up against which jobs are measured. Considering other factors also, weightage (in terms of money) is given to each factor and the total weight and the monetary value is taken. USA, California. Job Evaluation Ppt 30-01-2012 - Free download as Powerpoint Presentation (.ppt), PDF File (.pdf), Text File (.txt) or view presentation slides online. If you need professional help with completing any kind of homework, Success Essays is the right place to get it. So, emphasis is given on the need and requirement of organization. Different categories are placed on wage scale based on their worth, value, and importance in the organization. A distribution of job scores is the first step and the jobs are classified into several grades. PERT/CPM PERT - Program Evaluation and Review Technique CPM Critical Path Method. Under this method, a job is entirely compared with all other jobs but no details of the comparison are recorded; only the final conclusion is written. Of the various methods of job evaluation, the point method is more popular all over the world. This method works by identifying key job factors and then assigning points based on importance. More important jobs are put into higher salary grades and jobs with lower ranking are assigned lower scales. Classification method involves the following activities: i. iii. Is the author presenting a neutral, objective view of a topic? This method is easy to understand. organization identifies the compensable fact ors and breaks them down into degrees. iii. v. It is difficult to change / modify any factor, degree or point value after a point plan is established. It is, therefore, necessary to establish a mechanism or a process to determine the relative worth of jobs, to develop a rational basis for the design and maintenance of an equitable pay structure, and also of a fringe service pattern in an organization. At this stage certain job may then be grouped together into a common grade or classification. ii. Identification of key jobs – Benchmark jobs are identified for the purpose of job evaluation. The initial stages are basically the same as in the points assessment method, and as a first step, job factors are selected. Thank you! Like this, each of these factors is further subdivided into sub-factors. POINT METHOD OF JOB EVALUATION In the point method (also called point factor) of job evaluation, the organization identifies the compensable factors and breaks them down into degrees. Raters/Committee members may not have thorough knowledge of all jobs of the organization. The sum total to these points allotted to various job factors is the worth of the job. First, they rate key jobs and after that they rate rest jobs. In the point method, the total points for each job are added and jobs compared. The methods of job evaluation discussed below: Non-analytical or non-quantitative job evaluation schemes, includes comparison of jobs with each other without attempting to break down and analyse jobs under their various demands or components. Job classification . These types of organizations have many types of jobs at diverse locations and must maintain equitable and fair standards across all work settings. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. i. These rating scales may be thought of as a set of rulers to be used to measure jobs. You can assign new jobs and jobs with changing responsibilities within the existing systems. It enables subjective grading and rating of jobs by total content, which may create distrust among employees. It may not be possible to make clear distinctions between jobs. As a matter of fact, to put it into practice is a difficult task. The job factors are separated into groups (i.e., skill, responsibility, effort) and assigned a numerical or weighted point value. (2) Key jobs are ranked according to five basic factors, one factor at a time, in order of their relative importance. The jobs are arranged based on the perceived value and difficulty. The disadvantages are that job classification method is subjective, so jobs might fall into several categories. Classification and Categorization: Method # 4. viii. Accurate Good job . Ranking method involves the following activities: i. ii. Using the most common and most suitable method can give you the security that your pay structures ensure equity in pay. The algorithm replicates panel judgments both on job factor levels and overall job score. comparing of one job with other job) in terms of importance or difficulty, vi. The weighing may not be quite justifiable. Existing wage rates for key jobs are taken to find out the worth of each factor in each key job. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. Weights are given to factors depending on their importance to perform the job. ix. The comparison of factor by factor, sometimes, allocating points or monetary sums for each factor is made for meaningful interpretation. This method looks to the entirety of jobs while comparison is made. Point Method. ii. A schedule can be built using this matrix. Selecting a job evaluation method. The point plan involves the following activities for job evaluation: i. If a point is longish, I make a sub point of that to write it below the main point. The grades are clearly described in terms of knowledge, skill, and so on. iii. In the above list, skill is a factor and it has four sub-factors. Job Evaluation as per HAY System: Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method, Methods of Job Evaluation – Two Main Categories: Non-Analytical and Analytical Methods, – Ranking, Grading, Factor and Point Rating Method. The general purpose of a job classification method is to create and maintain pay grades for comparable work across the organization. You may also select "Sample Statement" in the Media Box above for a PDF sample. Refers to a method wherein jobs are put in categories on the basis of similar features or characteristics. The method is subjective as no standard/yardstick is used to justify ranking. Factors that are commonly present in jobs are selected (e.g. JE Non-key jobs are evaluated on the basis of monetary comparison scale. This method has various limitations as it takes into consideration only some of the factors, such as skills, physical efforts, responsibilities and working conditions, and attached monetary value to the jobs. This method has been a forte of the government organisations. In the ranking method, a rate of pay has to be found for each job. From the workers point of view, there are a number of problems with the Paterson System. This is a quantitative method. iii. It is a quantitative method and is based on the assumption that “it is possible to as­sign points to the respective factors considered pertinent in evaluating the individual jobs and that the sum of these points will give an index of the relative significance of the jobs being rated”. The five universal factors are discussed in brief: (a) Mental requirements- This reflects mental traits such as inquisitiveness, intelligence, reasoning, imagination, and innovation. Such factors are described to give the overall view / idea to the evaluators, in respect of factors and also the importance / influence of the respective factors for performance of jobs. Then factors and degrees are weighted or assigned points. We also accept payment through. Government and non-government organizations, universities and institutes, and other large organizations typically use job classification systems. Flippo has outlined the steps in this method as – (i) Select job factor (ii) Select key jobs (iii) Determine correct rates of key jobs (iv) Rank key jobs under each factor (v) Al­locate the correct rate of each key job among the job factors (vi) Evaluate all other jobs in terms of these factor yard-sticks, and (vii) Design, adjust and operate the wage structure. Research Paper: order your essay today! Examples • a dog pound attendant was rated more highly than a child care worker • zookeeper rated more highly than day care worker Once a factor is evaluated in accordance with its degree and points, the points attained for each factor are added up to obtain a score for the job. Based on this score, the jobs are ranked from the lowest to the highest or the other way. The most important job comes on the top and the least important one on the bottom. i. Job requirements are identified by qualification, experience, training, mental and physical efforts, nature, and degree of responsibilities. i. Ascertainment of number of degrees and description of degrees for each factor – The number of degrees of each factor is ascertained to express exact amount or extent of factor existing in a job. Employees, union members, committee members cannot find difficulties to comprehend modus operandi of the system. But, all these methods need well written elaborate job description for evaluation of the jobs. The final stage is to prepare a factor comparison schedule, which shows the piece rate value of all the key jobs under each of the factor headings. The process of evaluation involves a combination of various factors, such as points and weightage. The jobs requiring similar effort, knowledge, ability, responsibility are placed in same grade and evaluation is made after ranking of job grades. Our mission is to provide an online platform to help students to discuss anything and everything about Economics. A rater using this method first identifies specific job factors such as knowledge and skills required to perform the job. Point Method is used for job evaluation. The basis of such arrangement could be the job description in terms of duties, responsibilities, qualifications needed, relative difficulty involved in doing the job, or value to the company. 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