Concept of Job Evaluation

All Job Evaluation system depend heavily on job analysis and job description. Job analysis
indicates the specific duties to be performed by the worker and the circumstances under which
these duties are to be performed. A job description is a written record of the duties,
responsibilities and conditions of the job. The description provides the essential information
on which each job is evaluated.
“Job evaluation is the process of getting information about jobs; specifically, what the worker
does; how he gets it don; why he does it, skill, eduction and education required; relationship to
others jobs; physical demand and environmental conditions.

Objectives of Job Evaluation:-

The decision to measure or rate jobs shold only be made with
intent to reach certain objectives waich are imortant to both management and worker. Although
there are many bye-products of job evaluation, the purpose is to work towards a solution of the
many wage and salary administrative problems which confront the industry. The below
mentions are some of the important objective of a job evaluation programme:

1) Establishment of sound wage differentials between jobs.

2) Discovery and elimination of wage inequities
3) Establishment of sound wage foundation and bonus
4) Maintenance of a consistence wage policy.
5) Creation of a method of job classification, so that management and union official may deal
with major and fundamental wage issue during negotiations grievance meetings.

Job Evaluation Methods:-

There are six methods of job evaluations are as follow:-

1) Ranking Method
2) Grade Description Method
3) Point Method
4) Factor compassion method
5) Time spend method
6) Guide chat profile method

Advantages and Limitation of Job Evaluation:-

Advantages:
1) Job evaluation is a logical and an objective methods of ranking jobs relatively to each other.
It may thus help in removing inequities in existing wage structures and in maintaining sound
and consistent wage differences in a plant or an industry.
2) The methods replaces accidental factors occurring in less systematic procedures of wage
bargaining by more impersonal and objective standards, thus establishing a clearer basis for
negotiation.
3) The method may lead to greater uniformity in wage rates and simplify the process of wage
administration.
4) Information collected in a process of job description and analysis can be used for
improvement of selection, training, transfer and promotion, procedures on the basis of the
comparative job requirement.

Limitation:
1) Though there are many ways of applying job evaluation in a flexible manner, tepid changes
in technological and in the supply of and demand for particular skills, create problems of
adjustment that may need further study.
2) When job evaluation results in substantial changes in the existing wage structure, the
possibility of implementing these changes in a relatively short period may be restricted by the
financial limits within which the firm has to operate.
3) when there are a large proportion of incentive workers, it may be difficult to maintain a
reasonable and acceptable structure of relative earnings.
4) The process of job rating is, to some extent, inexact because some of the factors and degrees
can be measured with accuracy.
5) The evaluation takes a long time to complete, requires specialized technical personal and is
quite expensive.