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JOB EVALUATION

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Savio Cabral
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savio13
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Wink JOB EVALUATION - June 18th, 2009

  • Process of systematically analysing jobs to determine the relative worth of jobs within the organisation
  • Result is a pay system with pay rates for each job depending on the status of the job according to the hierarchy
  • Does NOT review the employees in the job but the worth of the position

Job Evaluation - What is it ?

Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs.

Some Principles of Job Evaluation

• Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description.
• All jobs in an organisation will be evaluated using an agreed job evaluation scheme.
• Job evaluators will need to gain a thorough understanding of the job
• Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated.
• The job is assessed as if it were being carried out in a fully competent and acceptable manner.
• Job evaluation is based on judgement and is not scientific. However if applied correctly it can enable objective judgements to be made.
• It is possible to make a judgement about a job's contribution relative to other jobs in an organisation.
• The real test of the evaluation results is their acceptability to all participants.
• Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions.

Explanation:

Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e.g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management.
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James Cord
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Re: JOB EVALUATION - March 7th, 2016

Quote:
Originally Posted by savio13 View Post
  • Process of systematically analysing jobs to determine the relative worth of jobs within the organisation
  • Result is a pay system with pay rates for each job depending on the status of the job according to the hierarchy
  • Does NOT review the employees in the job but the worth of the position

Job Evaluation - What is it ?

Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs.

Some Principles of Job Evaluation

• Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description.
• All jobs in an organisation will be evaluated using an agreed job evaluation scheme.
• Job evaluators will need to gain a thorough understanding of the job
• Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated.
• The job is assessed as if it were being carried out in a fully competent and acceptable manner.
• Job evaluation is based on judgement and is not scientific. However if applied correctly it can enable objective judgements to be made.
• It is possible to make a judgement about a job's contribution relative to other jobs in an organisation.
• The real test of the evaluation results is their acceptability to all participants.
• Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions.

Explanation:

Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e.g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique’s uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management.
Hey buddy,

I also got some information on Learning Objectives of Job Evaluation and would like to share it with you and other student's. So please download and check it.
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