6. Goal of Job Evaluation
Define
defensible
Retain high ranking system
potential based on
employees rational and
acceptable pay
structure.
Attracting
Clarification of
desirable job
job structures
candidates
7. FACTORS IN JOB EVALUATION
Job evaluators often assess jobs based on these
factors:
8. Steps in job evaluation
Introduce the concept of job evaluation.
Obtain management approval for the evaluation.
Train the job evaluation selection team.
Review and select the job evaluation method.
Gather information on all internal jobs.
Use information to fully expand job descriptions.
Use the selected job evaluation method to rank jobs hierarchically or in
groups.
Link the ranked jobs with your compensation system or develop a new
system.
Implement the job evaluation and compensation systems.
Periodically review your job evaluation system and the resulting
compensation decisions.
12. Class I - Executives: Further classification
under this category may be Office Manager,
Deputy office manager, Office
superintendent, Departmental supervisor,
etc.
Class II - Skilled workers: Under this
category may come the Purchasing assistant,
Cashier, Receipts clerk, etc.
Class III - Semiskilled workers: Under this
category may come Stenotypists, Machine-
operators, Switchboard operator etc.
Class IV - Unskilled workers: This category
comprises Daftaris, File clerks, Office boys,
etc.
14. Point values for Degrees Total
Factor 1 2 3 4 5
Skill 10 20 30 40 50 150
Physical effort 8 16 24 32 40 120
Mental effort 5 10 15 20 25 75
Responsibility 7 14 21 28 35 105
Working conditions 6 12 18 24 30 90
Maximum total points of all factors depending on their importance to job = 540
(Bank Officer)
15. Point range Daily Wage rate (Rs) Job grades of key bank officials
500-600 300-400 1 Officer
600-700 400-500 2 Accountant
700-800 500-600 3 Manager I Scale
800-900 600-700 4 Manager II Scale
900-1000 700-800 5 Manager III Scale
16. FACTOR COMPARISON
Job evaluators rank jobs that have
similar responsibilities and tasks .
The evaluators then analyze jobs
in the external labor market .
Jobs across the organization are
then compared to the benchmark
jobs according to the market rate
of each job's compensable factors
to determine job salaries.
