There are four common methods that are used in job evaluation and these four are categorized under two types of job evaluation methods. Technical Problems: There are some technical problems involved in effective job evaluation, which are of the following nature. The goals of the best employee performance evaluations also include employee development and organizational improvement. The evaluation may be achievement through assignment of points or the use of some other systematic rating method for essential job requirements such as skill, experience and responsibility”. AUDITING Multiple Choice Questions :- 1. Specialization For the reason, division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them. Another problem in establishing job hierarchy through job evaluation comes in the form of changing profile of job factors because of changes in environmental variables such as technology, social structure and processes, and international impact. The employee and the supervisor are clear about the employees goals, required outcomes or outputs, and how the success of the contributions will be assessed. Similar such questions may be raised if there is lack of objectivity. Following are the main objectives or purposes of job analysis: Then the deviation (if any) is found out that has taken place during the course of action. Use this learning aid as a resource for employees to effectively develop, introduce or update job evaluations. If a foreman gets fewer wages than the supervisor, it is a case of internal inconsistency. Job analysis provides the information about the job and standard of each can be established using this information, Training and Development Process of BARC Bank Limited. The objective of this process is to determine the correct rate of pay. Goal Setting Is Integral To Systematic Evaluation. When should you do a job evaluation? Most companies have an employee evaluation system wherein employees are evaluated on a regular basis (often once a year). ADVERTISEMENTS: Thus, inequalities in wages must be removed. So, Job evaluation is the process of determining and quantifying the value of jobs. Other objectives include providing feedback, improving communication, understanding training needs, clarifying roles and responsibilities and determining how to allocate rewards. It is prepared on the basis of data collected through job analysis. Union can play a more important role in determining the relation between different levels of pay and in the joint regulation of work place conditions. You saw that the tool is most effective when evaluation includes well-developed goals and objectives that are developed with the needs of both the organization and employee in mind. The main objective of job evaluation is to determine relative worth of different jobs in an organization to serve as a basis for developing equitable salary structure. The M&E is separated into two distinguished categories: evaluation and monitoring. It states the minimum acceptable qualifications that an incumbent must possess to perform the assigned duty successfully. Objectives of Job Analysis Job analysis is a process which determines the duties and skill requirements of a job. Goal setting is an essential process to build a … Hence, it indicates what activities and accountability the job entails. In such a situation, job evaluation may face resistance from the employees. Hence, it … It is not compulsory To define satisfactory wage and salary differentials Job is rated before the employee is appointed to occupy None of the above Job analysis is the process of studying and collecting information relating to operations and responsibilities of a specific job. It claims the following points to its credit. This basic objective of job evaluation serves a number of purposes which may be grouped into three categories: wage and salary fixation, restructuring job hierarchy and overcoming anomalies. The main objective of job evaluation as was stated earlier is to establish from INDUSTRIAL 001 at International School of Business Management Job analysis provides the information related to the job and this data can be used to make the process or job simple. It is the process of studying and collecting information relating to operations and responsibilities of a specific job. Job Evaluation determines the value of job and the value of each of the aspects of job such as skill and responsibility levels are also related and studied in connection with the job. Management has the advantage of greater order in its pay arrangement and more stable wage structure. How to Motivate Your Team Through Mobile Messages, Supportive Communication - Meaning and Attributes, 4 Key Things Employees Are Looking for From Their Next Workplace, Understanding Different Types of Supply Chain Risk, Supply Chain Integration Strategies - Vertical and Horizontal Integration, Various problems involved in job evaluation. Job Evaluation does not design wage structure, it helps in rationalizing the system by reducing number of separate and different rates. Job evaluations can be used to help to attract desirable job candidates and retain high performance employees due to fair and equitable pay scales. The main objective of job-evaluation is to have external and internal consistency in wages structure. Thus, in order to make job evaluation effective, it should be undertaken at regular intervals. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. The main objective of job evaluation is to determine relative worth of different jobs in an organization to serve as a basis for developing equitable salary structure. The worth of each job within the organization is determined through the Job Evaluation process (job analysis, job descriptions, & job evaluations). The main objective of job evaluation is to determine relative worth of different jobs in an organization to serve as a basis for developing equitable salary structure. Every job has its own characteristics. 7. Aims and Objectives of Job Evaluation: The overall aim of job evaluation is to assess and evaluate the nature of the work to be done in a particular job; the key tasks to be carried out, and the balance, difficulty, value, frequency and importance of these. Payment of unequal wages and salaries on the basis of race, sex, religion, or political differences. A job is defined as a collection of duties and responsibilities which are given together to an individual employee. Job analysis also provides required information which is necessary for evaluating the worthiness of jobs. Everyone benefits from a system which enables the pay for new and revised jobs to be settled in the same way as for existing job by preventing anomalies. In fact, this should be undertaken. Like any other technique of human resource management, job evaluation is not free from certain shortcomings and limitations. It also helps to ensure that differences in skill and responsibility are properly recognized. Job Evaluation is the output provided by job Analysis. Review the choices of job evaluation methods such as job ranking, classification, factor comparison and point factor analysis and select the method most appropriate to meet the organization’s needs. Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. According to Bethel, Atwater and Smith, “Job Evaluation as a personal term has both a specific and genetic meaning specifically, it means job rating or the grading of occupations in terms of duties, generally it means the entire field of wages and salary administration along modern lines”. Job Evaluation is the output provided by job Analysis. It differentiates one job from another by introducing unique characteristics of each job. different operations in a product line or process which can improve the production or job performance. For example, often the question is asked: ‘Should grass-cutters (gardeners) get more than gas-cutters (welders)’? ... For the purpose of job evaluation, the evidence from job analysis should be treated with caution. The main objective of conducting job analysis is to know whether the job description and job specification which was mentioned to hire right quality of work force by the company is appropriate or not. What Makes a Successful Business Website? It differs from performance evaluations and assessment in that the main goal of a job evaluation is to rate the job in itself, not the person responsible for doing it. Objectives of Performance Appraisal The main objective of performance appraisals is to measure and improve the performance of employees and increase their future potential and value to the company. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. Under this method, jobs are … Job Evaluation is done by group of experts. It provides bases for wage negotiation founded on facts. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively. Linking jobs, based on job evaluation, and wages and salaries is not completely possible because of the operation of several forces in the environment. For fixing compensation to different jobs, it is essential that there is internal equity and consistency among different job holders. The aim of job evaluation is to establish, on agreed logical basis, the relative values of different jobs, it aims at determining the relative worth of a job. When should you do a job evaluation? There are substantial differences between job factors and the factors emphasized by the human resource market. Job specification is another notable objective of job analysis. Gather information on each job within the organization. Your email address will not be published. The main purpose of any job descriptionis to outline the main duties and responsibilities that are involved in a particular job. Job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. As a result, job evaluation systems are becoming more intuitive. Following are the main objectives or purposes of job analysis: A job description is a job profile which describes the contents, environment, and condition of jobs. Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got … The point system evaluates the skill, effort, responsibility and working conditions involved in the job; here, each of these factors is subdivided into sub factors to provide standards against which each job is rated to determine its relative worth. Often it has been observed that these external factors change with the time, e.g., previously, engineers were the highest earners but now the sequence is followed by medicos, MBAs and now information technology professionals in ascending order through over the period of time, their job factors have remained the same. These are the five goals of an effective employee evaluation process. Job Evaluation A job description is a key element of the job evaluation process. Job evaluation is, generally, suited to large organizations where. Job evaluation establishes hierarchy of jobs based on their worth. Job Evaluation – Meaning, Definition, Objectives and Process, Practical Problems in Using Job Evaluation Technique, Concepts of Job Description and Job Specification, Personnel Administration Data Systems (PADS). Classification method. This site uses Akismet to reduce spam. Multiple choice questions are mostly used in the objective section of tests and/or exams. The main features of job Evaluations are as follows: It attempts to assess jobs, not people. Various problems involved in job evaluation may be grouped into two categories: technical and operational. The main objective of job evaluation is to determine relative worth of different jobs in an organisation to serve as a basis for developing equitable salary structure. Standard means minimum acceptable qualities or results or performance or rewards regarding a particular job. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. Job evaluation aims to provide this equity and consistency by defining the relative worth of different jobs in an organization. Though there are various methods developed for this purpose, these are not completely objective. Work simplification means dividing the job into small parts i.e. Periodically review the job evaluation system itself, developing procedures for evaluating and modifying the system and the resulting compensation decisions. Therefore, many organizations do not prefer to take it in a formal way. Evaluate each position utilizing the chosen method and link the ranked job to the organization’s existing compensation system or to a newly developed pay structure. Depending upon these characteristics job demand is of varying degrees of the various qualifications, skill, experience etc., on … Payment of high wages and salaries to persons who hold jobs and positions not requiring great skill, effort and responsibility; Paying beginners less than that they are entitled to receive in terms of what is required of them; Giving a raise to persons whose performance does not justify the raise; Deciding rates of pay on the basis of seniority rather than ability; Payment of widely varied wages and salaries for the same or closely related jobs and positions; and. The objective of job evaluation is to determine which jobs should get more pay than others. Job analysis is a process which determines the duties and skill requirements of a job. What is the main objective of job evaluation? Job evaluation is a tool to compare jobs consistently and classify them into appropriate pay ranges. The problems identified above indicate that suitable safeguards should be provided while undertaking job evaluation to make it more productive. 2. An evaluation is a systematic and objective examination concerning the relevance, effectiveness, efficiency and impact of activities in the light of specified objectives. d) None of the above . (a) selection ADVERTISEMENTS: (b) placement … HRM (Human Resource Management) MCQ is important for exams like MAT, CAT, CA, CS, CMA, CPA, CFA, UPSC, Banking and other Management Page-5 section-1 d) None of the above . Edwin B. Flippo defines. The system of job evaluation is a powerful tool in the hands of management in managing manpower. Additional information is often requested in order that one document can fulfil the needs of several processes, such as: recruitment and selection; appraisal; job evaluation and training. Job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. It is the technique of analysis and assessment of jobs to determine their relative value within the firm so that a fair wage and salary structure can be established for various jobs. 2. Operational Problems: Besides the technical problems, there are some operational problems too in job evaluation. The primary objective of job Evaluation is to find out the value of work, but this is a value which varies from time to time and from place to place under the influence of certain economic pressure. An employee evaluation is the assessment and review of a worker’s job performance. Job evaluation … Rather, they prefer to go through prevailing practices. Ensure that each job description lists pertinent accountabilities and responsibilities; revise or expand job descriptions using the information collected. Unions benefit from a greater sense of fairness and reasons in pay matters. Supportive Communication – Meaning and Attributes, Supply Chain Integration Strategies – Vertical and Horizontal Integration, Understanding the Importance of International Business Strategy, Employee Participation and Organization Performance, Evolution of Logistics and Supply Chain Management (SCM), Case Study on Entrepreneurship: Mary Kay Ash, Case Study on Corporate Governance: UTI Scam, Schedule as a Data Collection Technique in Research, Role of the Change Agent In Organizational Development and Change, Case Study of McDonalds: Strategy Formulation in a Declining Business, Case Study: Causes of the Recent Decline of Tesla, International Labor Organization (ILO) has defined a, According to Alford and Beatty, “Job Evaluation is the application of the, According to Kimball and Kimball Jr., “Job Evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be.”. It is the systematic scoring and comparison of jobs along organizationally determined dimensions of job worth, such as, in the effort, responsibility, complexity, importance, skills and the working conditions of a job. It provides information relating to activities and duties to be performed in a job. The aims of Job analysis is to always ascertain and record the job-related information of the employment measures like training, selection, payment, and performance assessment. The main objective of job-evaluation is to have external and internal consistency in wages structure. Job evaluation can be defined as, “the process of determining the relative worth of jobs and it provides an objective determination of the value of each job” (K.Quible, 2005). 2. The primary objective of job Evaluation is to find out the value of work, but this is a value which varies from time to time and from place to place under the influence of certain economic pressure. Learn how your comment data is processed. The employee perfor… Job Evaluation helps the management to maintain high levels of employee productivity and employee satisfaction. “Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs.”. According to Scott, Clothier and Spriegel, “Job Evaluation or job rating is the operation of evaluating a particular job in relation to other jobs either within or outside the organisation.”, In the words of Dale Yoder, “Job Evaluation is a practice which seeks to provide a degree of objectivity in measuring the comparative value of jobs within an organisation and among similar organisations.”, In the words of John A. Shubin, “Job Evaluation is a systematic procedure for measuring the relative value and importance of an occupation on the basis of their common factor (skill, training, efforts) for the purpose of determining wages and salary differentials.”. 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