It is fairly easy method to explain to employees. Before undertaking job evaluation, top management must explain the aims and uses of the programme to managers, emphasizing the benefits.
The key jobs selected should have standards contents, well accepted pay rates in the community, and should consist of a representative cross-section of all jobs that are being Job evaluation approaches the lowest to the highest paid job, from the most important to the least important—and cover the full range of requirements of each factor, as agreed upon by a Committee representing workers and management.
First of all, the key Job evaluation approaches benchmark jobs are selected as standards. For example, knowledge and skills might be one factor important to a company.
Common Types of Summative Evaluation Goal-based evaluation determines if the intended goals of a program were achieved. The method of evaluating jobs must be identified, keeping the job factors as well as organisational demands in mind. The factors are assigned monetary values based on market rates.
If a job is connected to many functions, it usually gets a higher ranking and pay assignment. Employees and unions may be consulted, depending on the legal and employee relations environment and company culture.
Ranking method has the following merits: Methods[ edit ] There are primarily three methods of job evaluation: It is expensive and time-consuming method. If there is numerical scoring, weights can be assigned to each such factor and scores are associated with different levels of each factor, so that a total score is determined for the job.
A small company, by contrast, could find the ranking method is suitable because there are not that many positions to define. Example Suppose we have the following functions to be assessed: Market Pricing[ edit ] Market pricing is the process for determining the external value of jobs, allowing you to establish wage and salary structures and pay rates that are market sensitive.
This system is usually used to evaluate white collar, professional and managerial positions. The Ranking Method The ranking method is a typical hierarchy in a company. Under this category may come the Purchasing assistant, Cashier, Receipts clerk, etc. Finally, divide all the ranked jobs into appropriate groups or classifications by considering the common features of jobs such as similar duties, skills or training requirements.
Therefore, a more scientific and fruitful way of job evaluation is called for. The Ranking Approach In the ranking approach, company representatives take each job and figure out how much it is worth to the business.
Will you need to improve and modify the overall structure of the program? Summative evaluation examines program outcomes to determine overall program effectiveness.
This method is expensive but is probably the most scientific. The Point Method The point system is used in large organizations and is usually more expensive to establish, but after it is established, it is easier to implement.
While picking up the jobs, care must be taken to ensure that they represent the type of work performed in that department, at various levels. Multiple Approaches Often, companies complete more than one evaluation using different approaches. Process evaluation investigates the process of delivering the program, including alternative delivery procedures.
For this purpose, points are added to give the total value of a job.
Once the key jobs are identified and also the common factors are chosen, the key jobs are, then, ranked in terms of the selected common factors.An important concept in job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential.
A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.
A job evaluation is a way for the business owner to rate and rank specific job titles within the company to determine their relative worth. This shouldn't be confused with a performance evaluation.
Regular job evaluations allow managers to provide this feedback and keep a record of an employee’s job performance.
Managers have developed several approaches to these evaluations. The basic difference between these two methods lies in the sense that, under non-quantitative methods, a job is compared as a whole with other jobs in the organisation, whereas in case of quantitative methods, the key factors of a job are selected and, then, measured.
Evaluation Models, Approaches, and Designs BACKGROUND This section includes activities that address • Understanding and selecting evaluation models and approaches • Understanding and selecting evaluation designs The following information is provided as a brief introduction to the.Download