Job evaluation helps to settle disputes and establishes industrial, peace and discipline by introducing rational and objective pay structure and removing disparity, Determination of an equitable wage and salary structure is one of the most important phases of, employer-employee relations. According to Kimball and Kimball ,“ 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.”. Ranking / Grading Method: Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. There are four types of job evaluation methods: There can be divided into two categories: ADVERTISEMENTS: (I) Non-Quantitative Methods: (1) Ranking or job comparison (2) Grading or job classification (II) Quantitative Methods: ADVERTISEMENTS: (3) Point rating (4) Factor comparison. Russian researcher Morris Viteles was one of the first industrial-organizational psychologists to introduce the concept of job analysis. The job evaluation should assess and score each job in terms of the demands made on the employee under ‘job factors’. Your IP: 192.155.90.147 Settlement of disputes – The most common factor causing industrial unrest and dispute is, inequitable wage and salary. b) Frequency relates to work carried out on a regular basis throughout the year: Occasional Once in a while, most days. Job evaluation is a valuable technique by which a more rational and consistent wages and salary structure can be evolved. Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. ‘ Job evaluation decides the estimation of job. Companies use this technique as a basis of a consistent set of occupation and effective personal factors. If you are at an office or shared network, you can ask the network administrator to run a scan across the network looking for misconfigured or infected devices. Course Hero is not sponsored or endorsed by any college or university. Back to Contents SD61 Job Evaluation … • The ranking is done at departmental level, for every department the job is ranked in order of importance. Standardization of wage structure – Job evaluation performs an important function of, designing a standardized wage structure for different jobs. The outcome of the job evaluation will be sent to you and to whoever has signed your application. C. simplifying wage administration. factors influenc ing the difficulty. Job Evaluation is carried on by Groups Individuals Both (A) and (B) None of the above BEST EXPLANATION: Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure.Hay Guide ChartEach job is rated using the job evaluation instrument. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. Job Evaluation helps the management to maintain high levels of employee productivity and employee satisfaction. Frederick Winslow Taylor and Lillian Moller Gilbreth also conceptualized job analysis in the early 20th century. The objective of this process is to determine the correct rate of pay. is a systematic and orderly process of determining the worth of a job in relation to other jobs. Almost continuous Most working hours for at least an average of four days per week. This preview shows page 1 - 3 out of 20 pages. The two most common methods of job evaluation that have been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. It serves as a basis for negotiation with the union. ‘ Job evaluation is not made by people rather it is carried out by gathering of specialists. it helps in the proper placement of workers in job. MEDIUM. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.You need as much data as possible to put together a job description, which is the frequent output result of the job analysis. As it eliminates wage inequalities within the organization so it helps in maintaining harmonious relationship between labour and management. 3. For good industrial relations, each employee should – (i) receive, sufficient wages or salaries to sustain himself and his dependents, and (ii) feel satisfied with the, relationship between his wages and the wages of other people performing the same type of work. Since job evaluation is subjective, specially trained personnel or job analysts should conduct it. D. meeting competition effectively . level of a job po st - Laborious - It requires a gr eat deal of . In 1922, he used the method of job analysis to choose employees for a trolley car company. Job evaluation. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. Human Relations Management This may be too taxing and costly. Training and development – Job evaluation process determines the significance and necessity. Frequent Several times a day for at least four days per week. Job evaluation is a method for determining, the relative worth of jobs and providing a fair basis for differences in pay between one job and another within a company. Another way to prevent getting this page in the future is to use Privacy Pass. The points for each factor are summed to form a total point score for the job. 1. Creating job evaluation committee: It is not possible for a single person to evaluate all the key jobs in an organization. Further the estimation of each of the perspectives, for example, aptitude and obligation levels are additionally related and concentrated on regarding the job. Ranking is done pay structure - 3 out of 20 pages is wide is. Out of 20 pages with a particular job particular job point score the! A combination of the employer to provide an appeals process various aspects of the job is by... Second method is one of awarding points for each factor are summed to form a total point score the. 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