Submitted To:Prof Ranjeet mukeerji

Submitted by :Pankaj yadav

13mba158

Job evaluation can be defined as a

systematic procedure designed to
aid in establishing pay differentials
among jobs1

Comparison Method

Analysis Method
Entire Job

Job Against Scale

Job Against Job

Job Factors

Classification

Point Method

Ranking

Factor
Comparison

 Ranking

Ranking simply orders the job

descriptions from smallest to largest
based on the evaluators perception of
relative value or contribution to the
organizations success.

Job descriptions are slotted into a

series of classes that cover the
range of jobs. Each class has a
definition. These definitions are
the standards against which the
jobs are compared

 Jobs are compared against other jobs

on the basis of how much of some

desired factor they possess.
Each jobs factors are ranked against
each other jobs factors.
The market pay rate for each job is
then allocated among the factors
based upon a market pay rate scale.

These systems have three common

characteristics:
Compensable elements
Factor degrees are numerically scaled
Weights reflecting the relative importance of each

factor
Compensable

elements are those

characteristics in the job (not the person) that
the organization values, that help it pursue its
strategy and achieve its objectives.3

Officially known as the Hay Guide

Chart-Profile Method of Job

Evaluation , this system utilizes

three factors to arrive at a jobs
evaluation. The jobs content is the
sole basis for the job evaluation.

 Know-How
Problem Solving
Accountability

 KNOW-HOW

The sum total of every kind of skill,

however acquired, needed for
acceptable job performance.

 KNOW-HOW

This sum total which comprises the

overall fund of knowledge has three
dimensions the requirements for:
Practical procedures, specialized

techniques, and learned disciplines.

Active, practicing skills in the area of
human relationships.

 KNOW-HOW
Know-how of integrating and

harmonizing the diversified functions

involved in managerial situations
(operating, supporting, and
administrative). This know-how may be
exercised consultatively as well as
executively and involves in some
combination the areas of organizing,
planning, executing, controlling, and
evaluating.

 PROBLEM

SOLVING

The original self starting thinking

required by the job for analyzing,
evaluating, creating, reasoning, arriving
at and making conclusions. To the
extent that thinking is circumscribed by
standards, covered by precedents, or
referred to others, problem solving is
diminished and the emphasis
correspondingly is on know-how.

 PROBLEM

SOLVING

Problem solving has two

dimensions:
The environment in which the

thinking takes place.

The challenge presented by the
thinking to be done.