A comparison of job analysis and job evaluation
Creating job evaluation committee: It is not possible for a single person to evaluate all the key jobs in an organization. Class IV - Unskilled workers: This category may comprise peons, messengers, housekeeping staff, Daftaris[ clarification needed ], File clerks, Office boys, etc.
Job ranking - Job is not broken into factors or elements, rather it is evaluated as a whole and is compared with other jobs to be ranked accordingly.
An example would be the company paying too much for a specific job based on what the company can afford to pay, which can limit the company from doing other important things like training and development.
Ranking the jobs in order of worth after a thorough job evaluation creates a structure for the assignment of salary ranges.
Difference between job analysis and job evaluation slideshare
The company pays a portion of the benefits, allowing their employees to pay a lesser cost. Most consulting firms adopt this method, which was pioneered by Edward Hay in To determine a fair wage of a job. Installing the programme[ edit ] Once the evaluation process is over and a plan of action is ready, management must explain it to employees and put it into operation. There are certain pre-requisites of the job evaluation like: It rates the job, not the job holder. For example, the traditional clerical functions have undergone a rapid change in sectors like banking , insurance and railways , after computerisation. Class IV - Unskilled workers: This category may comprise peons, messengers, housekeeping staff, Daftaris[ clarification needed ], File clerks, Office boys, etc. Job evaluation is the recognition of differences within a set of jobs and establishes pay rates according to the job. Another factor that affects the relative pay of a job within the company includes the complexity of the job as well as the level of responsibility that comes with it. Evaluating jobs: The relative worth of various jobs in an organisation may be determined by applying the job evaluation method.
There are certain pre-requisites of the job evaluation like: It rates the job, not the job holder. Methods[ edit ] There are primarily three methods of job evaluation: 1 ranking, 2 classification, 3 Factor comparison method or Point method.
One way to plan for this would be for the company to have the ability to give additional pay for additional responsibilities as defined by a defined policy allowing the company to grow based on market changes while still being able to fairly pay the employees for the work they do.
Prepare a list of the participants, by name and position, in work analysis chart. Make proposals regarding the new or changed job, role or pay structure. It accounts for differences in wage rates for various jobs on the strength of job factors.
Job description and job specification
The procedure involved may be explained thus: 1. This would help in finding the relative worth of a job. A job analyses describes the job duties, worker requirements, working conditions, etc. The techniques used in job analysis are Open-ended Questionnaire, Checklist, Interview of incumbents and supervisors, Surveys, Critical Incident, etc. The data and analysis resulting from these two processes will be critical for other human resource processes such as recruitment and selection, training and development, performance appraisal, as well as various compensation processes. The problem with unemployment benefits is that due to a decline in revenue there are budget deficits. Eligibility for unemployment insurance, benefit amounts, and length of time benefits are determined by the state law under which employment insurance claims are awarded. Selecting a method also involves consideration of company culture, and the capacity of the compensation and benefits function or job evaluation committee. Job evaluation, on the other hand, specifies the relative value or worth of each job in an organization. Factor-based methods require consideration of the level of various compensable factors criteria such as level and breadth of responsibility, knowledge and skill required, complexity, impact, accountability, working conditions, etc. Relative pay scale means that jobs within the company pay different rates in comparison to other jobs within the same company. The various methods by which an HR Consultant can obtain the information for job description and job specification are: Observing the employee. Jobs are usually ranked in each department and then the department rankings are combined to develop an organizational ranking. Each sub factor is defined and expressed clearly in the order of importance, preferably along a scale.
Job Analysis and Job Evaluation Job Analysis and Job Evaluation Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job.
It forces raters to look into all key factors and sub-factors of a job. The systematic process of job analysis and evaluation followed by the firm includes: Identifying concerned job.
Job Evaluation takes place early in the process of creating a salary structure for an organization.
Job description vs job specification
How they are performed? Methods[ edit ] There are primarily three methods of job evaluation: 1 ranking, 2 classification, 3 Factor comparison method or Point method. HR Consultants also advice on smooth incorporation of these changes to enhance efficiency and effectiveness of the organization. Companies use this to develop pay grades and salary ranges to determine how much pay each position is worth. The points are summed up to determine the wage rate for the job. The variation in payment of salaries depends on the variation of the nature of the job performed by the employees. The method may consider the "whole job" by ranking a set of jobs, or by comparing each job to a general level description. Group health coverage through the employer is for a larger group of people and coverage negotiated. For instance, the maximum points assigned to an officer's job in a bank come to Job evaluation, on the other hand, specifies the relative value or worth of each job in an organization. New job descriptions need to be written and the skill needs of new jobs need to be duly incorporated in the evaluation process. The various methods by which an HR Consultant can obtain the information for job description and job specification are: Observing the employee. Classification method Grading method [ edit ] According to this method, a predetermined number of job groups or job classes are established and jobs are assigned to these classifications. Therefore, a more scientific and fruitful way of job evaluation is called for.
based on 116 review