B Com Exam > B Com Notes > Contemporary Management > Job Evaluation - Job Analysis and Evaluation, Contemporary Management
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Job evaluation is a process of determining the relative worth of a job. It is a process which is helpful even for framing compensation plans by the personnel manager. Job evaluation as a process is advantageous to a company in many way:
- Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced.
- Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them. Therefore, an attempt should be made to define a job and thereby fix salaries for it. This is possible only through job evaluation.
- Helps in selection of employees - The job evaluation information can be helpful at the time of selection of candidates. The factors that are determined for job evaluation can be taken into account while selecting the employees.
- Harmonious relationship between employees and manager - Through job evaluation, harmonious and congenial relations can be maintained between employees and management, so that all kinds of salaries controversies can be minimized.
- Standardization - The process of determining the salary differentials for different jobs become standardized through job evaluation. This helps in bringing uniformity into salary structure.
- Relevance of new jobs - Through job evaluation, one can understand the relative value of new jobs in a concern.
According to Kimball and Kimball,“ Job evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be.”
Thus, job evaluation is different from performance appraisal. In job evaluation, worth of a job is calculated while in performance appraisal, the worth of employee is rated.
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| 1. What is job evaluation? |  |
Job evaluation is a systematic process used by organizations to determine the relative worth of different jobs within the organization. It involves analyzing and assessing various aspects of a job, such as the skills required, the level of responsibility, and the complexity of tasks, in order to establish a fair and consistent method of comparing and ranking jobs within the organization.
| 2. What is the difference between job analysis and job evaluation? | |
Job analysis is the process of gathering and analyzing information about the tasks, responsibilities, and requirements of a particular job. It focuses on identifying the knowledge, skills, and abilities needed to perform the job effectively. On the other hand, job evaluation is the process of assessing the relative value or worth of different jobs within an organization. It involves comparing jobs based on factors such as the level of responsibility, skills required, and the complexity of tasks.
| 3. Why is job evaluation important in contemporary management? | |
Job evaluation plays a crucial role in contemporary management for several reasons. Firstly, it helps organizations establish a fair and equitable compensation system by determining the relative value of different jobs. This ensures that employees are compensated fairly based on the complexity and demands of their roles. Secondly, job evaluation provides a basis for internal job alignment and organizational structure by identifying the hierarchy of jobs within the organization. This helps in designing effective career paths and promoting internal equity. Lastly, job evaluation assists in identifying skill gaps and areas for development within the organization by highlighting the specific knowledge, skills, and abilities required for different jobs.
| 4. What are the common methods used for job evaluation? | |
There are several methods used for job evaluation, but some of the commonly used ones include the point factor method, ranking method, and classification method.
- The point factor method involves assigning points to different job factors such as skill level, responsibility, and working conditions. The total points assigned to a job determine its relative value within the organization.
- The ranking method involves comparing jobs based on their overall worth and ranking them from highest to lowest or vice versa. This method is often used in smaller organizations where the number of jobs is limited.
- The classification method involves grouping jobs into predetermined job classes or grades based on the overall value and requirements of the job. This method is commonly used in public sector organizations.
| 5. How does job evaluation contribute to employee motivation and engagement? | |
Job evaluation can contribute to employee motivation and engagement by ensuring that employees feel their work is valued and recognized. When employees perceive that their jobs are fairly evaluated and compensated, it can enhance their satisfaction and motivation to perform well. Moreover, job evaluation provides a clear understanding of the skills and competencies required for different jobs, allowing employees to see a path for growth and development within the organization. This can increase their engagement and commitment to their work, as they have a clear sense of how their efforts contribute to the overall success of the organization.
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