Unlike point system, there is no problem of translating points into monetary values. A committee consisting of the foremen or the supervisor, the representative of the personnel department and the representative of the employees is generally formed for Job Evaluation. 2. Forced choice method is_____ (a) used to correct the tendency of a rater to give consistently high or low ratings to all the employees. 3. Factors applied, though presumed to be independent, usually overlap. Sciences, Culinary Arts and Personal The methodology and decision making plays a pivotal role in how the specific job duties assist in the job evaluation method to use appropriately methods for the process. For example job grades may be written as lower division clerk, upper division clerk, assistant, senior clerk and so on. Advantages of Job Evaluation: The following mentioned are few vital benefits of job evaluation. b. analyze the questionnaire data. (v) All jobs are classified by the pre-determined grades. The Following Steps are involved in This System: Although ranking can take place without job description, it is better if a job description is prepared beforehand. c. test the system. 2. 3. Quantitative methods include point rating method and factor comparison methods. Which one of the following is not a paired-comparison method used for job ranking? The correct option is: D) Paired comparison. Under the point method, a detailed analysis of job’s worth is made for determining the fair wages. (iii) Since only judgment is used for all jobs, it may prove to be incorrect. Before publishing your articles on this site, please read the following pages: 1. a. identify the compensable factors. All rights reserved. (III) Construction of Factor-Scales or Allocation of Points: Each factor is given certain points and each point carries some value in terms of money. The demand and supply of labour is responsible for wage differentials to a great extent. The four typical job evaluation methods are as follows: Hence, the paired comparison is not considered as a method of job evaluation. 5. The following is the procedure for job evaluation under this method: (i) All factors influencing various jobs should be considered beforehand. For this purpose, a committee comprising of certain executives is formed. It often takes time and a lot of patience but a good job evaluation scheme can form the basis of a fair pay system. No weight or points are specified for these factors. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Stigers and E.G. It is the most comprehensive and accurate method of job evaluation. Which of the following is not one of the methods of job evaluation discussed in the text? This is the most widely used method of job evaluation. 3. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid. a. Prejudice and human judgement are minimized. Thus weightage given to them as well as their reliability becomes questionable. Principles of Job Evaluation. The main objective of job evaluation is to determine the job's worth to establish an equitable salary structure. B Job rotation. Does not consider market compensation rates. (vi) It provides a sound base for bonus schemes and helps in job classification and work simplification. Education points may be allocated as follows: The table of National Metal Traders Association (NMTA) of the U.S.A. is given here for understanding the allocation of points to various factors: Table showing degree value points in National Metal Traders Association of U.S.A. There are different rates of wages for different grades of jobs. Job instruction c. Role play d. Case Study (Ans: b) 24. As in the ranking method, the job-grading method (or job-classification method) does not call for a detailed or quantitative analysis of job factors. The use of limited number of factors (usually five) ensures less chances of overlapping and over-weighting of factors. It requires leadership by a competent manager. 2. This can deliver the following key benefits: It is fairly easy method to explain to employees. Evaluation helps determine the extent to which _____ have been achieved Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? Excessive range in the degree statements B. The method has several drawbacks. 2. The number of factors should be fewer because studies have shown that results are almost same if 2 or 3 factors used instead of 40 factors. Which of the following is not method of off the job training. (iii) Selection of key jobs. May work well for smaller companies. Different techniques are used to elicit job analysis information, although not all are as easy to access as others. Advantages of Job Evaluation: Job Evaluation Results into Following Advantages: They are: 1. (II) Selection of Factors (Or Characteristics): The number of factors to be considered for job-evaluation will depend upon the job. ‘Just as inches are a basic unit in determining length, so degrees are the basic unit in measuring importance of any one factor in a given time’. 1. Methods of Job Evaluation – Ranking, Grading, Factor and Point Rating Method. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. (a) market pricing (b) point factor (c) classification (d) factor comparison 9. For example, skill may include education, experience and initiative. Benge. 8 The following is not a on the job training method A Understudies. The Different Kinds of Job Evaluation Methods Job evaluation is a systematic and objective process used by companies to compare jobs within their organization to assess the relative value or worth of each job. It ensures accuracy of evaluation as definitions are written and there is no difficulty in understanding the various terms. 2. Its installation is expensive and small scale concerns cannot afford it. (ii) This method requires multiple systems for different types of jobs. The job analyst gets an actual feel of job as well as the physical, environmental and social demands of the job. - Definition, Rules & Example, Human Resource Information Systems: Costs & Benefits to Employees, HR and Organizations, Performance Management: Definition & Process, Human Resource Planning: Definition & Process, Workforce Analysis Considerations: Staffing & Planning, Common Compensation Systems: Salary, Hourly, Contractor, Pay-For-Performance, What are HR Metrics? As the company owner, you have to be aware of the strengths and weaknesses of … (v) All jobs with same (more or less) points are classified into one grade. 3. Being the systematic method, workers of the organisation favour this method. A simple example, ranked high to low: 1. Employers rarely evaluate all jobs in the organization at one time. (iii) Any dispute relating to wages can be easily settled by referring it to the job evaluating committee. Job evaluation may be subjective as the jobs are not broken into factors. Under this method, only few jobs, called ‘Key Jobs’ are evaluated at the first instance. It is more objective method of job evaluation. (c) Wages already being paid on the jobs will affect the job evaluation. Suppose five key jobs are selected. C) Adjust the point totals of the outlier jobs to improve the correlation coefficient. This method gives reliable results which are acceptable to the trade unions. b. Job Evaluation: Job evaluation is described as a systematic process that involves identifying the value and worth of the job compared to other job positions. 2. a. ranking method b. forced distribution method c. factor comparison method d. statistical/policy capturing method ANS: B PTS: 1 REF: 271 OBJ: 4 BLM: Remember 18. It is a complicated method and is not easily explainable to employees. (iv) With technological changes, job contents also change. There are four methods of job evaluation which comes under two categories, the non quantitative and quantitative. Non quantitative methods includes ranking method and grading method. Ranking Method: This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he highest to the lowest on the basis of their importance in the organization. For example, if a job having 400 points is paid? This method is different from point method only is respect of yardstick provided for evaluating jobs. c. Typically, a related group of jobs is used for evaluation. Prohibited Content 3. Report a Violation, Quantitative and Qualitative Methods of Job Evaluation. In the above table, the total points for a job are 500. It is not automatic and is subject to all human limitations. Section Supervisor 3. (b) It fails to tell the differences between different jobs as various factors effecting jobs are not separately considered. The ranking is provided to the job on the basis of this comparison. Wages for any unlike jobs can be calculated. No employee should get a reduction in his pay as a result of the job evaluation. Job-grading Method. The job evaluation method that determines the relative worth of jobs on the basis of their parts, including skill, mental, physical, responsibility, and environmental requirements, is the _____ method. Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process? Thereafter, wages for each job are fixed on the basis of total points. (iv) It is unsuitable for large scale enterprises. Generally, the Following Factors Are Considered: (a) Skill, education, experience, initiative and ingenuity. Services, Four Methods of Job Evaluation: Ranking, Classification, Point & Factor Comparison, Working Scholars® Bringing Tuition-Free College to the Community. 9. Our experts can answer your tough homework and study questions. A) Jobs are typically ranked based on the whole job. Rate the Job and Not Man. a. Rank means ‘to arrange according to classes’. In order to know the wages being paid in other similar concerns, a survey should be conducted. (a)deck of cards … Which of the following conditions will have a negative impact on the success of the job evaluation committee? C) The ranking method is typically more time consuming than other methods. 1. Advantages of Job Evaluation #1. Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. © copyright 2003-2021 Study.com. If the determination is not handled in a well balanced effort the job evaluation method assessment can be negative and taking appropriately action is necessary. A business assessment helps you to achieve your company's goals, to expand and grow your business in a smart and strategic way. Group discussion b. Skill carries 50% points and these are further subdivided into education, experience, initiative and ingenuity. B) Technical and clerical support resources need to be provided. Compensable Job The first step in evaluating a job is to decide what factors differentiate the … Each grade should be sufficiently large to include a number of jobs. The scales developed in this method can be used for long time. 9,000. Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans? This method is not suitable for the jobs that are hazardous in nature and quite inappropriate for jobs that require extensive training. Top 8 Objectives of Job-Evaluation – Explained. (b) multi person evaluation method All other trademarks and copyrights are the property of their respective owners. Job evaluation deals with the job and not with the employee holding the position. (d) The arbitrary ranking of jobs may be resented by the employees. - Definition & Types, Why Do Workers Join Unions? a. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… Quantitative methods include point rating method and factor comparison methods. (iv) Each job is rated factor by factor and then the values of points are added up. type of work, responsibilities involved, working conditions and supervision required. 32. Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process? It's also a way for getting a hierarchy of jobs on … There should be separate evaluation programme for executive and clerical jobs as both require different factors. d. scale the factors. Privacy Policy 8. This method is suitable for small concerns because the rater can measure each job in comparison with other jobs without experiencing any difficulty. The method has the following merits: 1. Personal observation method is not a method of job evaluation. The jobs may be graded as skilled, unskilled, routine, administrative, etc. ANS: B 4. 4. The committee goes through the job description of each job and assigns it a particular grade. 6. Personal observation method is not a method of job evaluation. The method can not be manipulated. Under this method, yardstick is provided in the form of job classes or grades. 2. Under this method specific factors are not considered, but the committee does keep in mind certain factors e.g. Disclaimer 9. It introduces inflexibility in wage structure. Workers insist that few more should be added viz., supervision received, amount of over time, incentive plans etc. the system cannot be easily manipulated. Which one of the following job evaluation methods involves determining the relative worth of each job being evaluated and then assigning each job to a specific job level? Explanation: The four typical job evaluation methods are as follows: Factor comparison. The job grading method of job evaluation is a _____ method. Each factor is given precise definition as to what it means. Department Manager 2. The accurate information will get every time as this scheme is based on algorithms which offer consistent results only. The job evaluation method that uses predetermined classes of jobs is the _____ method… They are. This system requires the services of experts. 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