Job Evaluation

Presentation by:
Dr. Meera Mathur

1
Job Evaluation

Definition- Job Evaluation is the

process of analyzing and assessing
the various jobs systematically to
ascertain their relative worth in an
organization.

2
Difference between Job Evaluation
and Performance Appraisal
Job Evaluation Performance
Appraisal
Job Rated keeping in Employee rated on
mind responsibility, basis of his
qualification, performance
experience, working
conditions etc.
A job rated before Employee rated after
employee is appointed the employee has
been hired and placed
Purpose is to establish Purpose is to effect
Wage differentials promotions, rewards,
punishments, assess3
Difference between Job Evaluation
and Performance Appraisal

Job Evaluation Performance

Appraisal
It is not Compulsory. It is
compulsory done regularly for
all jobs
Job evaluation Appraisal is done
committee is by the employees
consulted for the themselves
purpose of
evaluation
4
Scope of Job Evaluation

In theory, application of job

evaluation is universal.
In practice, the theory of job
evaluation is followed in a few
companies and that too for hourly-
rated jobs
2 examples of companies employing
Job evaluation are NGEF and KEC
5
Job Evaluation Process

The Job Evaluation process

starts with defining objectives
of evaluation and ends with
establishing wage and salary
differentials

6
Job Evaluation Process

 The important considerations in the

Job Evaluation process are as
follows:
2. Which Jobs are to be evaluated?
3. Staffing the evaluation exercise
4. Training for the committee
5. Time factor

7
Methods of Job Evaluation

A. Analytical
B. Non-Analytical

8
Analytical methods of Job
Evaluation
 Point ranking Method-
 The method starts with the
selection of job factors,
construction of degrees for
each factor, and assignment of
points to each degree.

 Different factors are selected

for different jobs, with
accompanying differences in
degrees and points 9
Analytical methods of Job
Evaluation
2. Factor Comparison method- Under
this method, one begins with the
selection of factors, usually five of
them-
 Mental Requirements
 Skill Requirements
 Physical exertion
 Responsibility
 Job conditions

Each factor is ranked individually

10
Non-Analytical Methods of Job
Evaluation

1. Ranking method- The evaluation

committee assesses the worth
of each job on the basis of its
title or on its contents.

3. Job Grading method- It is

based on the job as a whole.
The yardstick used in this
system is in the form of Job
classes or grades.
11
Criticisms of Job Evaluation
 It encourages employees to focus on ‘
how to advance in position’ at a time
when there may be shortage of
opportunities.
 It promotes an internal focus instead
of a customer-oriented focus
 It is not suitable for a forward
looking organization
 Elaborate exercises of wage and
salary fixation through job
evaluation.
12
13
14