It often takes time and a lot of patience but a good job evaluation scheme can form the basis of a fair pay system. It requires leadership by a competent manager. The accuracy of the results will mainly depend upon the correctness of the definitions of the job grades. Excluding factors often associated with female dominated positions C) The ranking method is typically more time consuming than other methods. (d) The arbitrary ranking of jobs may be resented by the employees. It is not automatic and is subject to all human limitations. Excessive range in the degree statements B. (iii) Any dispute relating to wages can be easily settled by referring it to the job evaluating committee. (ii) It is acceptable to management as well as employees. Job Evaluation: Job evaluation is described as a systematic process that involves identifying the value and worth of the job compared to other job positions. In this method, a point system is made based on the overall monetary value of a position within the company. 2. With this approach, the job analyst actually performs the job and to gets first hand exposure. There should be separate evaluation programme for executive and clerical jobs as both require different factors. B Job rotation. Job evaluation has to do with determining the monetary value of a job, whereas job analysis has to do with analyzing a job to determine the tasks it entails. Before publishing your articles on this site, please read the following pages: 1. For example, there may be too much difference between an office and factory job description. a. true *b. false The wages paid for all jobs in one class will be same. (v) All jobs with same (more or less) points are classified into one grade. While selecting Key jobs, the analysts must see that job descriptions of key jobs are available. Job evaluation is described as a systematic process that involves identifying the value and worth of the job compared to other job positions. 8 The following is not a on the job training method A Understudies. The _____ is an excellent job analysis method for obtaining the physical abilities needed to perform a job. a. Privacy Policy 8. It requires leadership by a competent manager. It is difficult to develop points for sub-factors. The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. It is a complicated method and is not easily explainable to employees. a. The scales developed in this method can be used for long time. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. Suppose five key jobs are selected. (iii) Since only judgment is used for all jobs, it may prove to be incorrect. This method is a combination of point method and rank method. 32. The method has the following merits: 1. A job evaluation is an external method of determining pay and compensation for a particular job. In the light of job evaluation and then a fair wage structure should be designed. A committee consisting of the foremen or the supervisor, the representative of the personnel department and the representative of the employees is generally formed for Job Evaluation. C Management by objectives (MBO) D Case study method. Therefore, this system is suitable for small scale concerns only. 1350), job B in effort 450), job C in responsibility 255) and job D in working conditions 540), then correct wage will be 2595 (Rs 1350 +Rs450 +Rs 255 +Rs 540). The effectiveness of a job may differ for the workers, though the jobs are equal on the basis of various factors. ‘Just as inches are a basic unit in determining length, so degrees are the basic unit in measuring importance of any one factor in a given time’. Each grade should be sufficiently large to include a number of jobs. 2. B) Technical and clerical support resources need to be provided. The method has several drawbacks. Education points may be allocated as follows: The table of National Metal Traders Association (NMTA) of the U.S.A. is given here for understanding the allocation of points to various factors: Table showing degree value points in National Metal Traders Association of U.S.A. Excessive range in the degree statements B. Few jobs are selected from different departments for this purpose. 3. The method is very expensive and can be installed only by large concerns. Prejudice and human judgement are minimized. Does not consider market compensation rates. Being the systematic method, workers of the organisation favour this method. Thereafter, wages for each job are fixed on the basis of total points. Ans. If wages of these jobs are disturbed, it will result into new kinds of problems. 7. (a) market pricing (b) point factor (c) classification (d) factor comparison 9. c. test the system. Job classification. Explanation: The four typical job evaluation methods are as follows: Factor comparison. 6. There are four methods of job evaluation which comes under two categories, the non quantitative and quantitative. 1. The Following Steps are involved in This System: Although ranking can take place without job description, it is better if a job description is prepared beforehand. 3. Which of the following is not one of the typical methods used by job evaluation committees to determine the worth of a job? C Management by objectives (MBO) D Case study method. Under the point method, a detailed analysis of job’s worth is made for determining the fair wages. Earn Transferable Credit & Get your Degree, Get access to this video and our entire Q&A library. The following are the advantages of point system: It is an objective method and wages differentials are numerically explained. This method is different from point method only is respect of yardstick provided for evaluating jobs. It is hard to measure whole jobs. Under this method specific factors are not considered, but the committee does keep in mind certain factors e.g. (v) It helps in bringing uniformity in wage structure. Generally 8 to 12 classifications are considered sufficient. Image Guidelines 5. d. 1. Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? Skill carries 50% points and these are further subdivided into education, experience, initiative and ingenuity. This system requires the services of experts. Non quantitative methods includes ranking method and grading method. The jobs are ranked by considering one factor at a time. You arrange all jobs in rank order of their relative duties, responsibilities, qualification requirements, that is, their “importance” to the organization, he says. Employers rarely evaluate all jobs in the organization at one time. (a) There is no pre-determined yardstick. The total points of a job indicate wages. (d) Working conditions (bad, normal and good) and hazards. 2. 2. Which of the following is not one of the methods of job evaluation discussed in the text? (iv) It is unsuitable for large scale enterprises. A) Jobs are typically ranked based on the whole job. a. identify the compensable factors. May work well for smaller companies. Since few factors are selected, there is no overlapping of factors. Top 8 Objectives of Job-Evaluation – Explained. The job evaluation method that uses predetermined classes of jobs is the _____ method… - Benefits & Reasons, Direct, Indirect & Non-Financial Compensation Strategies, Common Appraisal Methods 1: Critical Incident, Graphic Rating Scale & BARS, Employee Performance Appraisal: Methods, Process & Examples, Introduction to Human Resource Management: Certificate Program, PHR Certification Exam Study Guide - Professional in Human Resources, DSST Human Resource Management: Study Guide & Test Prep, Human Resource Management: Help and Review, UExcel Human Resource Management: Study Guide & Test Prep, Human Resource Management: Skills Development & Training, Senior Professional in Human Resources - International (SPHRi): Exam Prep & Study Guide, Business 306: Strategic Human Resources Management, California Sexual Harassment Training: Supervisors, aPHR Certification Exam Study Guide - Associate Professional in Human Resources, Employee Performance Management & Evaluations, Inclusion in Performance Review & Management, English 103: Analyzing and Interpreting Literature, Biological and Biomedical (iv) With technological changes, job contents also change. It is not unusual to find wage differentials in case of highly specialised jobs because of the competitions from other concerns that are ready to pay more. For example, if a job having 400 points is paid? It is the most comprehensive and accurate method of job evaluation. (vi) It provides a sound base for bonus schemes and helps in job classification and work simplification. Forced choice method is_____ (a) used to correct the tendency of a rater to give consistently high or low ratings to all the employees. Services, Four Methods of Job Evaluation: Ranking, Classification, Point & Factor Comparison, Working Scholars® Bringing Tuition-Free College to the Community. The method can not be manipulated. The committee goes through the job description of each job and assigns it a particular grade. It involves considerable clerical work and is time consuming Small scale concerns cannot afford to install this system. (c) It can be installed without any delay as it requires lesser time. What determines the relative value of a job and, thus, its position on the hierarchy of jobs using the point method of job evaluation? Compensation Equity: Definition & Importance, Compensation & Benefits: Laws & Regulations, Organizational Incentive Programs: Profit Sharing, Gain Sharing, and Employee Stock Ownership, HR Compensation & Benefits: Definition & Policies, Compensation Management: Theories & Challenges, Job Analysis & Evaluation: Definition, Process & Methods, Incentive Compensation Plans: Merit Pay, Piece Rates, Commissions, Bonuses & Skills-Based, What is a Profit-Sharing Plan? In fact, much has to be done afterwards (for eliminating wages controversies). - Definition & Types, Why Do Workers Join Unions? The job grading method of job evaluation is a _____ method. These five jobs may be ranked as follows: The correct pay is then allocated among the factors for each key job and wages are determined. Job evaluation. It gives a false impression about the accuracy of fixation of wages. The last step is to evaluate the jobs by assigning points to various factors as laid down in the job specifications. The process of job evaluation involves the following steps: Gaining acceptance: Before undertaking job evaluation, top management must explain the aims and uses of the program to managers, emphasizing the benefits.Employees and unions may be consulted, depending on the legal and employee relations environment and company culture. Different techniques are used to elicit job analysis information, although not all are as easy to access as others. Its installation is expensive and small scale concerns cannot afford it. Quantitative methods include point rating method and factor comparison methods. To elaborate the program further, … Job Ranking. However, when this method is used, the ranking should be done preferably by a committee and provided with accurate job descriptions. Job rotation (Ans: c) 23. Perhaps the easiest method that Beth can use for job evaluation is the job ranking method. The demand and supply of labour is responsible for wage differentials to a great extent. Scales once developed can be used for a long time. 3. Further, education may be classified as ability to read or write, school education, graduation, post-graduation, special education etc. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. Prohibited Content 3. This system requires the services of experts. (b) It fails to tell the differences between different jobs as various factors effecting jobs are not separately considered. Excluding factors often associated with female dominated positions C. Biased job descriptions The method may be applied to combination of manual and supervisory positions. They are: 1. The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles/jobs. A) Check that benchmark jobs are equivalent to market comparator jobs. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. This is the most widely used method of job evaluation. Job-grading Method. 1. Which of the following is not method of off the job training. 5. Group discussion b. Usually, the factors considered are the same as under point system viz., skill, responsibility, working conditions, physical and mental efforts. Plagiarism Prevention 4. (III) Construction of factor-scales or allocating of points. Which of the following is not method of off the job training. Job evaluation reviews the job rates. A. (a)deck of cards … Quantitative methods include point rating method and factor comparison methods. Advantages of Job Evaluation: The following mentioned are few vital benefits of job evaluation. The jobs may be graded as skilled, unskilled, routine, administrative, etc. Section Supervisor 3. The usual process followed in this method is as under: 1. Usually the factors selected are skill, responsibility, effort and working conditions. a. 2. Solution (By Examveda Team) The Assessment method is not a job evaluation method. Any of the following methods may be followed: (c) Wages already being paid on the jobs will affect the job evaluation. Which of the following is not a typical source of job analysis data? Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? (iii) All factors are evaluated in terms of points. Copyright 10. Many employers design different evaluation plans for different types of work. A job can be easily evaluated in terms of money and money values are assigned to total points. Principles of Job Evaluation. (iii) Selection of key jobs. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. d. scale the factors. a. Department Manager 2. (v) All jobs are classified by the pre-determined grades. Compensable Job The first step in evaluating a job is to decide what factors differentiate the … Unlike point system, there is no problem of translating points into monetary values. It's also a way for getting a hierarchy of jobs on … The job evaluation method that uses predetermined classes of jobs is the _____ method. A simple example, ranked high to low: 1. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. As the company owner, you have to be aware of the strengths and weaknesses of … Job Evaluation Results into Following Advantages: (i) The wages differentials are rationally and systematically established. Which of the following conditions will have a negative impact on the success of the job evaluation committee? Under this method all jobs in an organisation are arranged according to their worth or importance. In this method, the overall job is compared with the other set of jobs and then is given a rank on the basis of its content and complexity in performing it. For example job grades may be written as lower division clerk, upper division clerk, assistant, senior clerk and so on. For example, skill may include education, experience and initiative. It is the most comprehensive and accurate method of job evaluation. 3. There is no resistance from employees or their unions as this method is free from manipulations. Process. This is unrelated to performance reviews, as the goal is to evaluate the job itself, not the person who is performing the job. Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process? Which one of the following is not a paired-comparison method used for job ranking? Methods for Job Evolution: 1.Non-Quantitative and 2.Quantitative! Report a Violation, Quantitative and Qualitative Methods of Job Evaluation. Each job will be given a rank in relation to job factors. It is a complicated method and is not easily explainable to employees. All jobs within one grade are treated alike in the matter of salary. There are different rates of wages for different grades of jobs. Our experts can answer your tough homework and study questions. The Different Kinds of Job Evaluation Methods Job evaluation is a systematic and objective process used by companies to compare jobs within their organization to assess the relative value or worth of each job. Content Guidelines 2. c. Typically, a related group of jobs is used for evaluation. (iv) It is suitable to small scale concerns. 4. It is a complicated method and is not easily explainable to employees. The number of factors to be used in this method is generally restricted to 7. Workers insist that few more should be added viz., supervision received, amount of over time, incentive plans etc. These Steps Are Explained In Detail Below: Different jobs involve different skills. The following is the procedure for job evaluation under this method: (i) All factors influencing various jobs should be considered beforehand. 4. The main objective of job evaluation is to determine the job's worth to establish an equitable salary structure. It introduces inflexibility in wage structure. Job evaluation deals with the job and not with the employee holding the position. 2. b. analyze the questionnaire data. Job instruction c. Role play d. Case Study (Ans: b) 24. 8 The following is not a on the job training method A Understudies. Its installation is expensive and small scale concerns cannot afford it. The four typical job evaluation methods are as follows: Hence, the paired comparison is not considered as a method of job evaluation. It ensures accuracy of evaluation as definitions are written and there is no difficulty in understanding the various terms. It requires leadership by a competent manager. Team Leader and … Which one of the following is the most commonly used method of job evaluation? Which is not one of the steps in the development of a point method job evaluation plan? This is non-quantifiable and subjective, but is a basic simple approach, says Strand. Methods of Job Evaluation – Ranking, Grading, Factor and Point Rating Method. 3. The job evaluation method that determines the relative worth of jobs on the basis of their parts, including skill, mental, physical, responsibility, and environmental requirements, is the _____ method. (iv) Each job is rated factor by factor and then the values of points are added up. In order to know the wages being paid in other similar concerns, a survey should be conducted. Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure. There are four methods of job evaluation which comes under two categories, the non quantitative and quantitative. It restricts the right of the trade unions to negotiate with the management in respect of fixation of wages. Its installation is expensive and small scale concerns cannot afford it. Thus weightage given to them as well as their reliability becomes questionable. This method is suitable for small concerns because the rater can measure each job in comparison with other jobs without experiencing any difficulty. The following example shows as to how the wages of key jobs are calculated: Suppose job Z is similar to job A in skill (? Personal observation method is not a method of job evaluation. d. Group discussion b. A. (ii) The job description is prepared for the job if it is not available. This system requires the services of experts. Evaluation helps determine the extent to which _____ have been achieved Job-evaluation cannot be scientific though it is claimed to be so because it is based on judgment. On account of these disadvantages, this method is not very popular now a day although in the past, it was frequently used. For example M.F. 5. © copyright 2003-2021 Study.com. B) Several compensable factors are commonly used to rank jobs. Each factor is given precise definition as to what it means. B Job rotation. the system cannot be easily manipulated. The correct option is: D) Paired comparison. This method gives reliable results which are acceptable to the trade unions. The method is flexible as there is no upper limit on the rating of a factor. Reed have given a list of many factors viz., strength; energy; learning time ; education ; responsibility; analysis ; foresight ; judgement ; management ability ; alertness ; steady nerves ; initiative; originality ; adaptability ; memory; application ; accuracy of calculation measurement; danger; eye strain ; contact of body, dirt, wet, fumes, noise ; monotony ; heat of air, contact and radiation ; effect on clothing ; cost of tools owned by workers. 9. It is more objective method of job evaluation. Employers rarely evaluate all jobs in the organization at one time. First of all, certain key jobs of major departments are rated: For establishing the position of the job in the ranks, it is compared with the key jobs. Personal observation method is not a method of job evaluation. The job analyst gets an actual feel of job as well as the physical, environmental and social demands of the job. The number of factors should be fewer because studies have shown that results are almost same if 2 or 3 factors used instead of 40 factors. 9,000. All other trademarks and copyrights are the property of their respective owners. If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. This method enjoys the following merits: 1. 2. 4. As in job ranking, the classification method does not call for a detailed or quantitative analysis of individual parts of the job, but is based on the job as a whole. The final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. Advantages of Job Evaluation #1. 5. Jobs can be easily placed in distinct categories. This method is not suitable for the jobs that are hazardous in nature and quite inappropriate for jobs that require extensive training. 8. 3. Selection of factors is a difficult task. The computer-assisted job evaluation method is worthwhile as it helps to ensure greater consistency. Content Filtrations 6. (III) Construction of Factor-Scales or Allocation of Points: Each factor is given certain points and each point carries some value in terms of money. Disclaimer 9. The method is best used for smaller organizations with fewer jobs (under 30‐40); it may be awkward and unwieldy for larger companies with a large number of different jobs. TOS 7. a. ranking method b. forced distribution method c. factor comparison method d. statistical/policy capturing method ANS: B PTS: 1 REF: 271 OBJ: 4 BLM: Remember 18. A job classification is prepared on the basis of ranking. Benge. Job ranking. The ranking is provided to the job on the basis of this comparison. For this purpose, a committee comprising of certain executives is formed. The accurate information will get every time as this scheme is based on algorithms which offer consistent results only. Rate the Job and Not Man. Advantages of Job Evaluation: Job Evaluation Results into Following Advantages: The factors comparison method was developed in 1926 by E.J. Different persons may give different rankings if job evaluation is entrusted to more than one person. Non quantitative methods includes ranking method and grading method. Rank means ‘to arrange according to classes’. Under this method, only few jobs, called ‘Key Jobs’ are evaluated at the first instance. In exploring solutions to job evaluation problems, which is NOT one of the main steps? The following steps, (as given by Edwin B Flippo) are involved: (e) Allocate the correct rate of each key job among the job factors, (f) Evaluate all other jobs in terms of these factors (use it as yardstick), (g) Design, adjust and operate the wage structure. It is fairly easy method to explain to employees. (i) It is difficult to write precisely grade descriptions. Stigers and E.G. 1. The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. 5. Moreover, this method is well-appreciated in speeding up the process of job evaluation. There is no bias or prejudice in job evaluation. Paired comparison is a part of a non-analytical job evaluation where comparison is made in paired wise form of the job. First of all, Total points for a job are determined and then these points are allocated to various factors. C) The committee needs training in job evaluation … Advantages of Job Evaluation: Job Evaluation Results into Following Advantages: D) Ranking is usually appropriate for large employers because of the method's cost. Kress, there are eight principles of job evaluation. Job evaluation, as a scientific approach, is based upon certain sound principles. Job evaluation may be subjective as the jobs are not broken into factors. Being the systematic method, workers of the organization favor this method. 2. The use of limited number of factors (usually five) ensures less chances of overlapping and over-weighting of factors. (e) Q.56. a. true *b. false Title: Human Resources Management 33. Job rotation (Ans: c) 23. This can deliver the following key benefits: Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process? This method works by identifying key job factors and then assigning points based on importance. They are. type of work, responsibilities involved, working conditions and supervision required. As in the ranking method, the job-grading method (or job-classification method) does not call for a detailed or quantitative analysis of job factors. Generally, the Following Factors Are Considered: (a) Skill, education, experience, initiative and ingenuity. Prejudice and human judgment are minimised, i.e. B) Determine if the wrong factors have been included in the job evaluation system. No weight or points are specified for these factors. 1. Under this method, yardstick is provided in the form of job classes or grades. Which one of the following job evaluation methods involves determining the relative worth of each job being evaluated and then assigning each job to a specific job level? Its usefulness is restricted only to big concerns as its installation requires time and finance. This among the followings is not a method of Performance Appraisal, (a) Self-appraisal (b) Rating scale (c) Group Appraisal (d) 360-degree (e) None of these . (b) multi person evaluation method Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. Many employers design different evaluation plans for different types of work. Evaluation helps determine the extent to which _____ have been achieved Point method. (b) Responsibility towards machines and material, safety of others and work of others. However, this method also suffers from personal biasness. A great care should be takes while framing questions for different grades of employees. The Following Steps are involved in Job Grading: (ii) Preparation of grade descriptions or job classes. A business assessment helps you to achieve your company's goals, to expand and grow your business in a smart and strategic way.