Dear Seniors,
Greetings!!
I would like to know the following:-
1) What are the methods of job evaluation?
2) Which method suits Media n Marketing Companies
3) How to process the methods and go about it in the organization
i would be grateful if anyone could guide me in providing the information regarding the same.
Thanks n Regards
Padmanabh
From India, Pune
Greetings!!
I would like to know the following:-
1) What are the methods of job evaluation?
2) Which method suits Media n Marketing Companies
3) How to process the methods and go about it in the organization
i would be grateful if anyone could guide me in providing the information regarding the same.
Thanks n Regards
Padmanabh
From India, Pune
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...Job+Evaluation
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
733Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...Job+Evaluation
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
There are multiple methods of job evaluation commonly used by organizations to ensure a comprehensive evaluation of their jobs and designations. We are sharing five of the major ones to provide you with an overview of these methods and enable you to decide which would be ideal for your company.
The 5 major job evaluation methods are:
1. Ranking Method
In the Ranking Method, jobs are ranked based on their relative relevance to other jobs in an organization. To make the ranking easier, the jobs are compared against a benchmark job or are compared based on their contribution towards the actualization of organizational objectives.
➔ Advantages
The Ranking Method is relatively simple.
This method is endorsed by worker unions.
It is feasible for startups.
It is relatively easier to deploy.
➔ Disadvantages
The ranks are subjective based on the job evaluation committee.
Jobs are relatively ranked, which may be inaccurate.
There is no option to understand the relative gap between job ranks in the ranking method.
2. Grading Method
In the Job Grading Method, each job is classified based on the job’s ‘grade’. A job’s ‘grade’ is established based on their description and the jobs classified under similar grades are the ones which require similar skills to undertake and have similar responsibilities.
To achieve this objective, the different characteristics of each job are matched with the description of the job class and the matching ones are placed in the same class.
➔ Advantages
It is a relatively easy method to create and implement.
Compensation structure creation becomes easy with this method.
The data collated for this method can also be used for job analytics.
➔ Disadvantages
Personal biases may result in inaccurate classifications.
Dissimilar jobs can be classified under the same class.
Grade inflation can make the method ineffective.
3. Point Allocation Method
In the Point Allocation Method, jobs are divided into factors and each factor is awarded with points. The sum of the points of each factor becomes the relative worth of the job for the company. Comparing these points for a specific job with the points of other jobs makes it easier to rank them and evaluate the jobs easily.
➔ Advantages
This method is useful for designating points to a job.
It established tangible relations between jobs.
It helps understand the relative relevance of jobs to organizational goals.
➔ Disadvantages
It is comparatively time-consuming.
The listing of factors could potentially omit certain aspects of jobs.
4. Factor Comparison Method
The Factor Comparison Method is similar to the Point Allocation Method with the main difference being that instead of assigning arbitrary points, a monetary value is assigned to each factor.
As a result, this method becomes highly complex, which has resulted in reduced usage. Similarly, due to the subjective nature of the factors’ creation, it is unfair to provide monetary value to the factors and the jobs, making the factor comparison method somewhat tedious.
➔ Advantages
This job evaluation method provides a systematic analysis of the jobs since monetary values are involved.
Reduced chances of overlapping factors due to limited factors.
➔ Disadvantages
The method is also costly and time-consuming.
It becomes hard to continue with the monetary values since the wage rates keep on changing.
This method only considers limited factors for making comparisons.
5. Market Analysis Method
The Market Analysis Method analyzes the jobs based on the job’s worth in the external market. It evaluates the jobs based on job ads, thereby evaluating the financial worth of the positions. Since this method considers the remuneration offered by competitors, it becomes easier to determine its relative worth.
➔ Advantages
This job evaluation method provides an overall estimation of the organizational values with the market trends.
It helps the company understand where they stand relative to the market in terms of the job under scrutiny.
➔ Disadvantages
Since the wages of the jobs are compared with the market, it may not reflect its actual value.
For more relevant information: Job Evaluation
From India, Thane
The 5 major job evaluation methods are:
1. Ranking Method
In the Ranking Method, jobs are ranked based on their relative relevance to other jobs in an organization. To make the ranking easier, the jobs are compared against a benchmark job or are compared based on their contribution towards the actualization of organizational objectives.
➔ Advantages
The Ranking Method is relatively simple.
This method is endorsed by worker unions.
It is feasible for startups.
It is relatively easier to deploy.
➔ Disadvantages
The ranks are subjective based on the job evaluation committee.
Jobs are relatively ranked, which may be inaccurate.
There is no option to understand the relative gap between job ranks in the ranking method.
2. Grading Method
In the Job Grading Method, each job is classified based on the job’s ‘grade’. A job’s ‘grade’ is established based on their description and the jobs classified under similar grades are the ones which require similar skills to undertake and have similar responsibilities.
To achieve this objective, the different characteristics of each job are matched with the description of the job class and the matching ones are placed in the same class.
➔ Advantages
It is a relatively easy method to create and implement.
Compensation structure creation becomes easy with this method.
The data collated for this method can also be used for job analytics.
➔ Disadvantages
Personal biases may result in inaccurate classifications.
Dissimilar jobs can be classified under the same class.
Grade inflation can make the method ineffective.
3. Point Allocation Method
In the Point Allocation Method, jobs are divided into factors and each factor is awarded with points. The sum of the points of each factor becomes the relative worth of the job for the company. Comparing these points for a specific job with the points of other jobs makes it easier to rank them and evaluate the jobs easily.
➔ Advantages
This method is useful for designating points to a job.
It established tangible relations between jobs.
It helps understand the relative relevance of jobs to organizational goals.
➔ Disadvantages
It is comparatively time-consuming.
The listing of factors could potentially omit certain aspects of jobs.
4. Factor Comparison Method
The Factor Comparison Method is similar to the Point Allocation Method with the main difference being that instead of assigning arbitrary points, a monetary value is assigned to each factor.
As a result, this method becomes highly complex, which has resulted in reduced usage. Similarly, due to the subjective nature of the factors’ creation, it is unfair to provide monetary value to the factors and the jobs, making the factor comparison method somewhat tedious.
➔ Advantages
This job evaluation method provides a systematic analysis of the jobs since monetary values are involved.
Reduced chances of overlapping factors due to limited factors.
➔ Disadvantages
The method is also costly and time-consuming.
It becomes hard to continue with the monetary values since the wage rates keep on changing.
This method only considers limited factors for making comparisons.
5. Market Analysis Method
The Market Analysis Method analyzes the jobs based on the job’s worth in the external market. It evaluates the jobs based on job ads, thereby evaluating the financial worth of the positions. Since this method considers the remuneration offered by competitors, it becomes easier to determine its relative worth.
➔ Advantages
This job evaluation method provides an overall estimation of the organizational values with the market trends.
It helps the company understand where they stand relative to the market in terms of the job under scrutiny.
➔ Disadvantages
Since the wages of the jobs are compared with the market, it may not reflect its actual value.
For more relevant information: Job Evaluation
From India, Thane
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