Job Evaluation – What Does it Entail ?

A Job Evaluation is a practical technique, made to enable trained and experienced staff to evaluate how big one job is in relation to others. It doesn’t directly determine pay levels, but will establish a foundation to have an internal hierarchy of employment positions.

Two of the most common techniques of job evaluation are first, whole job ranking, where tasks are as a whole rated and compared against one another, and second technique consists of giving points for a number of facets of the given job. Within the points system, various aspects or areas of a job are analyzed. For example education and experience needed to do the job are evaluated. In this example, the greater the educational level required for the job, the greater number of points awarded. The renowned points plan was created by Hay Management Consultants in 1951. This plan examines job duties within the light of three major factors – general understanding, problem solving, and accountability.

Key Concepts of Job Evaluation:

• Clearly defined and identifiable tasks must exist. These tasks are going to be precisely referred to within an agreed job description.
• All jobs within an organization are going to be examined utilizing an agreed upon job evaluation plan.
• Job test candidates will have to obtain a thorough knowledge of the job
• Job evaluation is involved with analyzing jobs, not people. It’s not the individual that’s being examined.
• The job is evaluated as though it were being completed in a fully competent and acceptable manner.
• Job evaluation is dependent on judgement and isn’t scientific. If however applied properly, it may enable objective judgements to be made.
• You’ll be able to create a judgement in regards to a job’s contribution in accordance with other jobs within an organization.
• The actual test from an evaluation, is the acceptability of the results to any or all participants.
• Job evaluation can be a helpful organizational problem solving tool, because it highlights duplication of tasks, and gaps between jobs and processes.

Job Evaluation – The Near Future

As organizations constantly evolve, and new organizations emerge, you will see existing concepts of job evaluation challenged. This is to determine whether existing job evaluation techniques and associated schemes remain relevant inside a faster moving and constantly altering world, where new jobs and roles are invented regularly. The formal points systems, utilized by a lot of organizations is already frequently seen as inflexible. Adhering strictly to an existing plan may impose obstacles to alter. Constantly upgrading and writing new jobs, with the time that needs to be spent giving job evaluations, can become too cumbersome and time intensive in relation to the delivered benefits.

Does this imply that we will have existing schemes abandoned or left to fall under disrepute ? Will job evaluation companies examine, and where necessary, modify old methods to be current and relevant ? Simply adhering strictly to those methods which have proved themselves in the past, may not be enough to ensure their survival.

Job Evaluation – More

Job evaluation is basically one part of a tripartite subject, that is otherwise known as Job Study (other names exist). The 3 parts are Job Analysis, Job Evaluation, and then data collected is examined utilizing a statistical scale or ranking and rating methodology and Merit Rating.

It’s basically a comparative process.

Job evaluation examines selected job factors, that are regarded as vital for effective performance of the job, based on one of many alternative techniques. The resulting statistical gradings can build the foundation of the equitable structure of job gradings. The job grades might be utilized for status or payment reasons.