The following are the methods of Job Evaluations:
1.Ranking Method:
The ranking method requires a committee typically composed of both management and employee representatives of job in a simple rank order, from highest to lowest. Rating specialists review the job analysis information and thereafter appraise each job subjectively according to its general importance in comparison with other jobs. In other words, an overall judgment is made of the relative worth of each job, and the job is ranked accordingly.
2.Job Grading or Job Classification Method:
This method works by assigning each job a grade, level or class that corresponds to a pay grade for instance Grade I, Grade II, Grade III and so forth. These grades or classifications are created by identifying gradations of some common denominations, such as job responsibility, skill, knowledge, education required, and so on. Then, for each job grade so created standard job descriptions are determined. Thereafter, such standard description is matched with job descriptions in the organisation. The standard description that most nearly matches the job description determines the job’s grading.
3.Factor-comparison Method:
This method is a combination of ranking and points systems. All jobs are compared to each other for the purpose of determining their relative importance by selecting four or five major job elements or factors which are more or less common to all jobs. These elements are not predetermined. These are chosen on the basis of job analysis. The few factors which are customarily used are:
- Mental requirements,
- Skill,
- Physical requirements,
- Responsibilities,
- Working conditions and etc.,
A few jobs are selected as key jobs which serve as standard against which all other jobs are compared. key job is one whose contents have been established over a period of time and whose wage rate is considered to be presently correct by the management and the union.
