[vc_row][vc_column][vc_single_image image=”1198″ img_size=”large”][/vc_column][/vc_row][vc_row][vc_column][vc_custom_heading text=”Job Evaluation” use_theme_fonts=”yes”][vc_column_text]Job Evaluation is a systematic determination of the relative worth of jobs within the organization and is concerned with the value of a job to the organization. The job evaluation process determines the worth of each job, relative to other jobs, by establishing a hierarchy of positions within an organization. This entire process is based on the job description, i.e. job description preparation is the first step in the job evaluation process.
What does job evaluation entail
Job evaluation methods can be either non-quantitative, e.g. job classification or quantitative, e.g. job point-factor process. The latter utilizes compensable factors to include skill, responsibility, effort, working conditions and supervision of others to determine internal worth. The HR Job analysis and evaluations are a key step towards developing an internally consistent compensation system as a strategic tool for your organization.
Objectives of undertaking a job evaluation
There are various objectives for doing job evaluation. It is recommended that an organization should adopt a routine job evaluations schedule, say every 4 to 5 years. The benefits of job evaluation include – job classification structure, creating an equitable salary and compensation structure in an organization. We cannot repudiate this because it’s the bare truth. Below are some of the main reasons why job evaluation is performed;
Job evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. Therefore, any wage policy based on a scientific job evaluation is bound to be systematic and sound.
The chances for disputes and grievances regarding the individual rates of wages are very rare. Even if there arises any disputes, it can be conveniently settled by referring to the job evaluation machinery/process.
Job evaluation enables the management to exercise effective control over the labour costs, because they can give appropriate pays for the each job.
Since this system aims to reward employees’ suitability, it will help to build up employee morale and bring job satisfaction.
It helps in selecting the right man for the right job. Besides, this system facilitates to form a logical basis for designing training programmes for the worker.
The evils of personal bias, favoritism and arbitrary judgement on the part of the management in fixing wage differential e.t.c. are avoided, because wage rates are set by experts other than the management and that too after a careful job evaluation programme.
This system provides well-defined methods for measuring various jobs. Besides, it also helps to justify the existence of different scales for different jobs. For these reasons, it is accepted by both workers and the management without any hesitation.
To back up recruitment process as job evaluation is critical to the development of job adverts, assessment of the applicants, and negotiation of the appropriate pay and compensation.
Provides information which may be used in staff promotion, training and redeployment.
Very helpful in employee development in terms of career pathing and planning, which assists the employer in succession planning.
Reasons for job evaluation
Job evaluation may be performed for various reasons which include:
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