> The points for each factor are summed to form a total point score for the job. The factor-comparison method is yet another approach for job evaluation in the analytical group. Analytical Job Evaluation Methods. h�b```�և� A�F���9 L< ?lЊQ��Hb2jq?x��r� ���Jwu�Xս��1$]��u����OԮ7��K��{�Պ�?�u+���U@ ����S�D::��t i !ġN[F�� �+[ ш0���(�l�Eȭ@�����i. The job evaluation factors for the new management classification plan are: • Managerial and Consultative Role – 6 levels • Impact – 10 levels ... by comparison to level definitions within the factor and confirming through comparison to benchmark descriptors. 4. prepared. Various types of jobs are performed by employees in an organization. Job evaluation refers to the measurement of the value of a job relative to other jobs. /Resources << RANKING METHOD • Simplest form • Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. Factor comparison is a complex quantitative method. Benge in 1926. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. 4 0 obj A more systematic and scientific method of job evaluation is the factor comparison method. There are many different types of job evaluation systems to choose from. Select key benchmark jobs Step 3. STEP 2: Select a job evaluation method The process of defining a job is called job analysis. Job ranking. >> The objective of job evaluation is to determine which jobs should get more pay than others. It requires specialists to compare job descriptions with the point manual for each sub-factor. Factor Comparison System. Job ranking is the simplest and easiest job evaluation method. METHODS OF J/E • Qualitative Method • Ranking or Job Comparison • Grading or Job Classification • Quantitative Method • Point Rating • Factor Comparison 8. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. The information obtained in job analysis is recorded in the precise language of a job description. In this method, each job is given a rank on the basis of a number of factors. 0 Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. In quantitative methods key factors of the job are selected and measured. Typically the number of compensable factors is small (4 or 5). EVALUATION SYSTEM page 19.Every job evaluation method requires at least some basic job analysis in order to. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. (b) Factor Comparison: Under this method, a few key jobs are selected and compared in terms of common factors. endstream endobj 837 0 obj <>/Metadata 45 0 R/Outlines 57 0 R/PageLayout/OneColumn/Pages 832 0 R/StructTreeRoot 82 0 R/Type/Catalog>> endobj 838 0 obj <>/Font<>/XObject<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 839 0 obj <>stream 4. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Ideally, all factors should be present in all the jobs being evaluated to some degree, so that each job can be scored under each factor heading. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. 836 0 obj <> endobj This is a grading system. Factor comparison is a complex quantitative method. It tries to make a systematic comparison b/w jobs to assess their relative worth for the purpose of establishing a rational pay structure. Factor comparison definition. Examples of compensable factors are: There are many different types of job evaluation systems to choose from. >> 3 0 obj h޴UmO�0�+�qb~�R�Q�FiG�˄���FK�� ����H�„4E�9�����sg+P����(iPrPL�`�D)�q& /F5 18 0 R Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. 2. Typically the number of compensable factors is small (4 or 5). What is job evaluation? %PDF-1.5 [��B6�o���޵�4��P�;��/���d��߇��N2��y*Y��n^Y?Z��|�)���dy��=� �\��U��J� �o�'����8P�{K57��#���^��2�j�c��O�{� ����{��c��K�^������l���4�Z Job evaluation is a formal, systematic process to determine the relative worth of jobs within an organization. %PDF-1.6 %���� Factor Comparison Method . stream Job ranking is one of the easiest techniques that are implemented in job evaluation. %%EOF (ii) The workers acceptance of the system is favourable because it is more systematic and objective than other job evaluation methods. It was first developed by E.J. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. Hay Job Evaluation: Foundations H ay Group pioneered the “factor comparison”job evaluation method and modified it in its Guide Charts in the early 1950s. A more detailed description on these methods of job evaluation is … In this way, Hay tries to apply 3.1 Various methods for job evaluation classified according to characteristics 72 3.2 Classification of the job evaluation methods discussed according to characteristics and the benefits and disadvantages 73 3.3 Analytical model for comparing job evaluation systems 77 3.4 Characteristics, factors/aspects of the Hay Guide Chart and Profile Method 78 Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Factor Comparison or Weight-in-Money Method. Rank key jobs according to wages assigned to each factor Step 6. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Job evaluation refers to the measurement of the value of a job relative to other jobs. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … In the job classification method, descriptions of each … Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. subject of Job Evaluation, confronted the generally accepted approach of using the point method scales, when determining job factors in relation to relative job worth. �%0�iUfi3 ����c? This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. }�p;�*F3� �c� The most common are job ranking, factor comparison, point evaluation and job comparison methods. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. In rating jobs on this factor consideration is given to the ratings of benchmark descriptors and the position’s Points were assigned to each job class based on the following factors and subfactors: Table 2: Gender neutral job comparison system There are several job evaluation methods from which to select. Distribute wage rates by factors Step 5. The Paterson System The Factor Comparison Method - This method is a combination of the ranking and point system. In this process, job evaluation is done by considering common key elements of different jobs which are then weighted and ranked. /Font << Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. - Pay will be assigned in this method by comparing the weights of the factors required for each job. Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System … As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. Point Rating method of job evaluation evaluates the compensable factors of each job. Analytical Job Evaluation Methods. With this method, you can compare jobs by using rating scales based upon several specific factors. Analytical Job Evaluation Methods. ��� ���(�`%�V�z�B�v�r���q&g. 3. Factor Comparison Method. - Under this method , instead of ranking complete jobs, each job is ranked according to a series of factors. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… >> 2 Classification method Grading method 2. In his article “characteristics of factor comparison job evaluation”, (Hay (1), 1946), Hay had expressly shown his confidence and belief in the judgement of the skilled and well trained evaluators to present/produce equal intervals; usually geometrically increased, from lower to higher jobs. /F2 9 0 R job analysis is recorded in the precise language of a job description. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … The factor-comparison method is yet another approach for job evaluation in the analytical group. Note 2). Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. /MediaBox [0 0 595 842] Job Evaluation Factors For Out-of-Scope Employees Last revised: January 2021 . The procedure involved is as follows. j� Sensitive in measuring job differences Enables comparison of dissimilar jobs ... Guide Chart and Profile Method of job evaluation… /F4 15 0 R The Hay scheme is a factor comparison system which provides the facility for checking the Next, benchmark jobs … This method determines the relative ranks … Gaining agreement on the measurement definitions may take several weeks, depending on the makeup of the job evaluation committee and the perspectives of its members. Quantitative Job Evaluation Methods •Factor Comparison Job Evaluation Method Step 1. The paired comparison method is particularly applicable when the jobs are significantly different from one another and where a relative measurement promises to yield insight. In the point factor analysis method (also called point method) of job evaluation, the organization identifies the compensable fact ors and breaks them down into degrees. The aim of job evaluation is to provide a hierarchy of jobs that is fair and non-discriminatory. (i) Select And Define The Factors: The factors common to all jobs are selected and defined clearly. Perhaps the simplest method of job evaluation is the ranking method. The point method is an extension of the factor comparison method. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. << Point factor method is most representative and most widely used job evaluation method. On a high level, the steps for this approach are as follows: Jobs are listed; Evaluation factors are defined; Scoring degrees on these factors are determined ; Per job, points are allocated for each factor; A wage structure is defined Method of comparison. The Hay method of job evaluation was devised in 1943 and has been designed so that one scheme could be applied fairly to all job types. Hay Group’s job evaluation approach,in fact,is the world’s /Length 3384 Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. Ranking method. Advantages of Factor Comparison Method: (i) It has the ability of handing a large number of jobs and enjoys stability as long as the factors remain relevant. Examples of compensable factors are: Skill; Responsibilities; Effort; Working Conditions. 2) Mental effort, 3) Physical effort, 4) Responsibility, and. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Jobs are evaluated based on content and value. Though it is the most complex method of all, it is consistent and appreciable. �D���9I�W�W�t�\�Ӝ�:��P2�4�� I:P/. The ranking is provided to the job on the basis of this comparison. Each job is rated using the job evaluation instrument. endobj 1. << Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Under this method, jobs are … Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. This method entails the comparison of jobs against other positions within the organization. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. 2. Jobs are compared to each other based on the overall worth of the job to the organization. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. The allotting of marks to various factors and sub – factors is also a difficult job. A method of job evaluation in which jobs are compared with each other in terms of compensable job factors. 848 0 obj <>/Filter/FlateDecode/ID[<561F8223556C5F419E2938838DC81FE0><3523389E7C9D7E4CBA740AD9D20D442D>]/Index[836 21]/Info 835 0 R/Length 78/Prev 219252/Root 837 0 R/Size 857/Type/XRef/W[1 3 1]>>stream It … 4. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. Job evaluation methods Organisations use four basic job evaluation methods, namely the ranking method, the classification method, the factor-comparison method and the mark allocation method. It is therefore useful for business situations which typically involve setting priorities in the context of limited resources. An organisation usually chooses one of the above-mentioned methods and modifies it to provide for its particular needs. Comparative Methods of Job Evaluation - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. 2. JOB EVALUATION Presented by- Sandeep Singh 2. Up a grade structure formal, systematic process that determines the relative rank of job. 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The factor-comparison method is yet another approach for job evaluation in the analytical group. Analytical Job Evaluation Methods. h�b```�և� A�F���9 L< ?lЊQ��Hb2jq?x��r� ���Jwu�Xս��1$]��u����OԮ7��K��{�Պ�?�u+���U@ ����S�D::��t i !ġN[F�� �+[ ш0���(�l�Eȭ@�����i. The job evaluation factors for the new management classification plan are: • Managerial and Consultative Role – 6 levels • Impact – 10 levels ... by comparison to level definitions within the factor and confirming through comparison to benchmark descriptors. 4. prepared. Various types of jobs are performed by employees in an organization. Job evaluation refers to the measurement of the value of a job relative to other jobs. /Resources << RANKING METHOD • Simplest form • Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. Factor comparison is a complex quantitative method. Benge in 1926. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. 4 0 obj A more systematic and scientific method of job evaluation is the factor comparison method. There are many different types of job evaluation systems to choose from. Select key benchmark jobs Step 3. STEP 2: Select a job evaluation method The process of defining a job is called job analysis. Job ranking. >> The objective of job evaluation is to determine which jobs should get more pay than others. It requires specialists to compare job descriptions with the point manual for each sub-factor. Factor Comparison System. Job ranking is the simplest and easiest job evaluation method. METHODS OF J/E • Qualitative Method • Ranking or Job Comparison • Grading or Job Classification • Quantitative Method • Point Rating • Factor Comparison 8. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. The information obtained in job analysis is recorded in the precise language of a job description. In this method, each job is given a rank on the basis of a number of factors. 0 Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. In quantitative methods key factors of the job are selected and measured. Typically the number of compensable factors is small (4 or 5). EVALUATION SYSTEM page 19.Every job evaluation method requires at least some basic job analysis in order to. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. (b) Factor Comparison: Under this method, a few key jobs are selected and compared in terms of common factors. endstream endobj 837 0 obj <>/Metadata 45 0 R/Outlines 57 0 R/PageLayout/OneColumn/Pages 832 0 R/StructTreeRoot 82 0 R/Type/Catalog>> endobj 838 0 obj <>/Font<>/XObject<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 839 0 obj <>stream 4. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Ideally, all factors should be present in all the jobs being evaluated to some degree, so that each job can be scored under each factor heading. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. 836 0 obj <> endobj This is a grading system. Factor comparison is a complex quantitative method. It tries to make a systematic comparison b/w jobs to assess their relative worth for the purpose of establishing a rational pay structure. Factor comparison definition. Examples of compensable factors are: There are many different types of job evaluation systems to choose from. >> 3 0 obj h޴UmO�0�+�qb~�R�Q�FiG�˄���FK�� ����H�„4E�9�����sg+P����(iPrPL�`�D)�q& /F5 18 0 R Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. 2. Typically the number of compensable factors is small (4 or 5). What is job evaluation? %PDF-1.5 [��B6�o���޵�4��P�;��/���d��߇��N2��y*Y��n^Y?Z��|�)���dy��=� �\��U��J� �o�'����8P�{K57��#���^��2�j�c��O�{� ����{��c��K�^������l���4�Z Job evaluation is a formal, systematic process to determine the relative worth of jobs within an organization. %PDF-1.6 %���� Factor Comparison Method . stream Job ranking is one of the easiest techniques that are implemented in job evaluation. %%EOF (ii) The workers acceptance of the system is favourable because it is more systematic and objective than other job evaluation methods. It was first developed by E.J. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. Hay Job Evaluation: Foundations H ay Group pioneered the “factor comparison”job evaluation method and modified it in its Guide Charts in the early 1950s. A more detailed description on these methods of job evaluation is … In this way, Hay tries to apply 3.1 Various methods for job evaluation classified according to characteristics 72 3.2 Classification of the job evaluation methods discussed according to characteristics and the benefits and disadvantages 73 3.3 Analytical model for comparing job evaluation systems 77 3.4 Characteristics, factors/aspects of the Hay Guide Chart and Profile Method 78 Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Factor Comparison or Weight-in-Money Method. Rank key jobs according to wages assigned to each factor Step 6. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Job evaluation refers to the measurement of the value of a job relative to other jobs. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … In the job classification method, descriptions of each … Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. subject of Job Evaluation, confronted the generally accepted approach of using the point method scales, when determining job factors in relation to relative job worth. �%0�iUfi3 ����c? This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. }�p;�*F3� �c� The most common are job ranking, factor comparison, point evaluation and job comparison methods. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. In rating jobs on this factor consideration is given to the ratings of benchmark descriptors and the position’s Points were assigned to each job class based on the following factors and subfactors: Table 2: Gender neutral job comparison system There are several job evaluation methods from which to select. Distribute wage rates by factors Step 5. The Paterson System The Factor Comparison Method - This method is a combination of the ranking and point system. In this process, job evaluation is done by considering common key elements of different jobs which are then weighted and ranked. /Font << Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. - Pay will be assigned in this method by comparing the weights of the factors required for each job. Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System … As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. Point Rating method of job evaluation evaluates the compensable factors of each job. Analytical Job Evaluation Methods. With this method, you can compare jobs by using rating scales based upon several specific factors. Analytical Job Evaluation Methods. ��� ���(�`%�V�z�B�v�r���q&g. 3. Factor Comparison Method. - Under this method , instead of ranking complete jobs, each job is ranked according to a series of factors. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… >> 2 Classification method Grading method 2. In his article “characteristics of factor comparison job evaluation”, (Hay (1), 1946), Hay had expressly shown his confidence and belief in the judgement of the skilled and well trained evaluators to present/produce equal intervals; usually geometrically increased, from lower to higher jobs. /F2 9 0 R job analysis is recorded in the precise language of a job description. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … The factor-comparison method is yet another approach for job evaluation in the analytical group. Note 2). Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. /MediaBox [0 0 595 842] Job Evaluation Factors For Out-of-Scope Employees Last revised: January 2021 . The procedure involved is as follows. j� Sensitive in measuring job differences Enables comparison of dissimilar jobs ... Guide Chart and Profile Method of job evaluation… /F4 15 0 R The Hay scheme is a factor comparison system which provides the facility for checking the Next, benchmark jobs … This method determines the relative ranks … Gaining agreement on the measurement definitions may take several weeks, depending on the makeup of the job evaluation committee and the perspectives of its members. Quantitative Job Evaluation Methods •Factor Comparison Job Evaluation Method Step 1. The paired comparison method is particularly applicable when the jobs are significantly different from one another and where a relative measurement promises to yield insight. In the point factor analysis method (also called point method) of job evaluation, the organization identifies the compensable fact ors and breaks them down into degrees. The aim of job evaluation is to provide a hierarchy of jobs that is fair and non-discriminatory. (i) Select And Define The Factors: The factors common to all jobs are selected and defined clearly. Perhaps the simplest method of job evaluation is the ranking method. The point method is an extension of the factor comparison method. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. << Point factor method is most representative and most widely used job evaluation method. On a high level, the steps for this approach are as follows: Jobs are listed; Evaluation factors are defined; Scoring degrees on these factors are determined ; Per job, points are allocated for each factor; A wage structure is defined Method of comparison. The Hay method of job evaluation was devised in 1943 and has been designed so that one scheme could be applied fairly to all job types. Hay Group’s job evaluation approach,in fact,is the world’s /Length 3384 Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. Ranking method. Advantages of Factor Comparison Method: (i) It has the ability of handing a large number of jobs and enjoys stability as long as the factors remain relevant. Examples of compensable factors are: Skill; Responsibilities; Effort; Working Conditions. 2) Mental effort, 3) Physical effort, 4) Responsibility, and. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Jobs are evaluated based on content and value. Though it is the most complex method of all, it is consistent and appreciable. �D���9I�W�W�t�\�Ӝ�:��P2�4�� I:P/. The ranking is provided to the job on the basis of this comparison. Each job is rated using the job evaluation instrument. endobj 1. << Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Under this method, jobs are … Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. This method entails the comparison of jobs against other positions within the organization. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. 2. Jobs are compared to each other based on the overall worth of the job to the organization. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. The allotting of marks to various factors and sub – factors is also a difficult job. A method of job evaluation in which jobs are compared with each other in terms of compensable job factors. 848 0 obj <>/Filter/FlateDecode/ID[<561F8223556C5F419E2938838DC81FE0><3523389E7C9D7E4CBA740AD9D20D442D>]/Index[836 21]/Info 835 0 R/Length 78/Prev 219252/Root 837 0 R/Size 857/Type/XRef/W[1 3 1]>>stream It … 4. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. Job evaluation methods Organisations use four basic job evaluation methods, namely the ranking method, the classification method, the factor-comparison method and the mark allocation method. It is therefore useful for business situations which typically involve setting priorities in the context of limited resources. An organisation usually chooses one of the above-mentioned methods and modifies it to provide for its particular needs. Comparative Methods of Job Evaluation - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. 2. JOB EVALUATION Presented by- Sandeep Singh 2. Up a grade structure formal, systematic process that determines the relative rank of job. 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Job evaluation is: “a method of determining on a systematic basis the relative importance of a number of different jobs” Job evaluation schemes are used as the basis for fair pay systems. Under it, jobs are divided into component factors. The methodology underlying the approach contributes to a minimum of.job evaluation where jobs are compared to each other on a factor basis in order to. /F3 12 0 R It attempts to make a methodical comparison between jobs to assess their relative worth for the purpose of establishing a … Job evaluation is the process to assess the relative value of a job in an organisation by comparing it with other jobs within the organisation and with job market outside. Factor-Comparison Method. %���� Skill, physical and mental effort, responsibility and working conditions are the main factors used. The Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. 856 0 obj <>stream 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. These factors are enumerated below: 1) Skill. The point method is an extension of the factor comparison method. Of all job evaluation methods, the point-factor method is probably the best known. These factors are enumerated below: 1) Skill. Employers can adopt one of several alternate methods. Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. The usual process followed in this method is as under: 1. A gender neutral job comparison system was used to measure the value of each job class. /F1 6 0 R Job evaluation is a systematic process that determines the relative worth of jobs within an organization. The points for each factor are summed to form a total point score for the job. Job Evaluation Methods There are 4 basic and traditional systems of job evaluation: The Ranking System, Job Classification or Grading system, the Factor Comparison System, and the Point System. /Filter /FlateDecode Each job is rated using the job evaluation instrument. (a) Point Rating: It is the most widely used method of job evaluation. Each factor is then divided into levels or degrees which are then assigned points. Each factor is then divided into levels or degrees which are then assigned points. endstream endobj startxref Point-factor method. Factor Comparison Method: This method is a combination ranking and point system of job evaluation. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. Factor-Comparison Method. Job classification. The match between the job description and the point manual statement reveals the level and points for each subfactor of every job. While many variations of these methods exist in practice, the three basic approaches are described here. This method is a combination of the weighted point and factor comparison methods. Points Rating: This is the most widely used method of job evaluation. Under this method, one begins with the selection of factors, usually five of them: mental requirements, skill requirements, physical exertion, responsibility, and job conditions. 2. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. {0Hoa�e������If�Lk��S�*��7�5�0~�Sa`�� At the end, a nal rank order was established for a meaningful base to build up a grade structure. In this method, each job is given a rank on the basis of a number of factors. There are several job evaluation methods from which to select. The most common are job ranking, factor comparison, point evaluation and job comparison methods. Factor Comparison Method: Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Key Words: Job Evaluation, Point Rating, Factor Comparison, Factor Plan, Linear Programming. Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors.. Instead of ranking by complete jobs, under the Factor Comparison method evaluators rank each key job by predetermined factors. Hence, they need to choose other methods of evaluation while for small companies, it is perfect as it will take less time, money, and other resources. /ProcSet [/PDF /Text ] Obtain job information Step 2. It is often used in evaluating, the managing administrative and white-collared jobs. These may include skill, effort, decision making, working conditions, and responsibility for people, finance, or equipment. i) Ranking - This method is one of the simplest to administer. /Type /Page Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors. The Hay Guide Charts® are proprietary instruments that yield consistent and legally defensible work evaluations. /Contents 4 0 R It is a technique of job analysis, assessment and comparison and ... POINT FACTOR ANALYSIS METHOD OF JOB EVALUATION . Introduction :: - A more systematic and scientific method of job evaluation. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. h�bbd```b``��SA$#�dI�5��� ��L�ȹ ���"��o $�׹20120_���H����o�/� U� A more detailed description on these methods of job evaluation is … This method is a combination of the weighted point and factor comparison methods. Under this method, one begins with the selection of factors, usually five of them: mental requirements, skill requirements, physical exertion, responsibility, and job conditions. Rank key jobs by factor Step 4. 3 Factor comparison method or Point. In practice, for the job evaluation to be ‘ felt fair With competition outside firms increasing, external labor market price has more and more influence on internal labor market price since 20cen80s, traditional point factor method developing before and after 2) Mental effort, 3) Physical effort, 4) Responsibility, and. This factor plan was, in turn, used to evaluate a sample of 54 jobs carried out in the Company. Job Evaluation 1. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. The human management and senior management team incorporates one the methods that is geared to managing the evaluation … /Parent 2 0 R Job evaluation or job grading involves - describing a job in the smallest detail - grading that particular job in relation to other jobs within the same unit, branch, or industry - laying down wages accordingly There are a number of different job evaluation systems used in South Africa. 3. x^�\Y�ܸ~�_я�V�KG����F/v6/A��ػ�x��������U$�E��n��[U��c]���ՏW/��~��؉�����U��?������y�+��L'wS�;�wן������_]}u}�M "wB� zeI(�����8���$�v�(�V�����v/�?גVc�N$:ECwc��PMC�n�� 5�nJEy��e��v����ڽi����yk�?�{�|��[Ѽ�!���Hݭ��ޚT7Z�FT��0�wz��]��*�qq�yH�Fwf� ��a Csh��EJ�ܵbn�v? 1 PhD Business Administration, Assistant professor, Department of management and Marketing, University of Bahrain, Kingdom of Bahrain. >> The points for each factor are summed to form a total point score for the job. The factor-comparison method is yet another approach for job evaluation in the analytical group. Analytical Job Evaluation Methods. h�b```�և� A�F���9 L< ?lЊQ��Hb2jq?x��r� ���Jwu�Xս��1$]��u����OԮ7��K��{�Պ�?�u+���U@ ����S�D::��t i !ġN[F�� �+[ ш0���(�l�Eȭ@�����i. The job evaluation factors for the new management classification plan are: • Managerial and Consultative Role – 6 levels • Impact – 10 levels ... by comparison to level definitions within the factor and confirming through comparison to benchmark descriptors. 4. prepared. Various types of jobs are performed by employees in an organization. Job evaluation refers to the measurement of the value of a job relative to other jobs. /Resources << RANKING METHOD • Simplest form • Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. Factor comparison is a complex quantitative method. Benge in 1926. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. 4 0 obj A more systematic and scientific method of job evaluation is the factor comparison method. There are many different types of job evaluation systems to choose from. Select key benchmark jobs Step 3. STEP 2: Select a job evaluation method The process of defining a job is called job analysis. Job ranking. >> The objective of job evaluation is to determine which jobs should get more pay than others. It requires specialists to compare job descriptions with the point manual for each sub-factor. Factor Comparison System. Job ranking is the simplest and easiest job evaluation method. METHODS OF J/E • Qualitative Method • Ranking or Job Comparison • Grading or Job Classification • Quantitative Method • Point Rating • Factor Comparison 8. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. The information obtained in job analysis is recorded in the precise language of a job description. In this method, each job is given a rank on the basis of a number of factors. 0 Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. In quantitative methods key factors of the job are selected and measured. Typically the number of compensable factors is small (4 or 5). EVALUATION SYSTEM page 19.Every job evaluation method requires at least some basic job analysis in order to. The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. (b) Factor Comparison: Under this method, a few key jobs are selected and compared in terms of common factors. endstream endobj 837 0 obj <>/Metadata 45 0 R/Outlines 57 0 R/PageLayout/OneColumn/Pages 832 0 R/StructTreeRoot 82 0 R/Type/Catalog>> endobj 838 0 obj <>/Font<>/XObject<>>>/Rotate 0/StructParents 0/Tabs/S/Type/Page>> endobj 839 0 obj <>stream 4. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Ideally, all factors should be present in all the jobs being evaluated to some degree, so that each job can be scored under each factor heading. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. 836 0 obj <> endobj This is a grading system. Factor comparison is a complex quantitative method. It tries to make a systematic comparison b/w jobs to assess their relative worth for the purpose of establishing a rational pay structure. Factor comparison definition. Examples of compensable factors are: There are many different types of job evaluation systems to choose from. >> 3 0 obj h޴UmO�0�+�qb~�R�Q�FiG�˄���FK�� ����H�„4E�9�����sg+P����(iPrPL�`�D)�q& /F5 18 0 R Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. 2. Typically the number of compensable factors is small (4 or 5). What is job evaluation? %PDF-1.5 [��B6�o���޵�4��P�;��/���d��߇��N2��y*Y��n^Y?Z��|�)���dy��=� �\��U��J� �o�'����8P�{K57��#���^��2�j�c��O�{� ����{��c��K�^������l���4�Z Job evaluation is a formal, systematic process to determine the relative worth of jobs within an organization. %PDF-1.6 %���� Factor Comparison Method . stream Job ranking is one of the easiest techniques that are implemented in job evaluation. %%EOF (ii) The workers acceptance of the system is favourable because it is more systematic and objective than other job evaluation methods. It was first developed by E.J. Job Ranking If you've been running your business long enough, you know how the jobs rank in importance to the overall goal and mission of the company. Hay Job Evaluation: Foundations H ay Group pioneered the “factor comparison”job evaluation method and modified it in its Guide Charts in the early 1950s. A more detailed description on these methods of job evaluation is … In this way, Hay tries to apply 3.1 Various methods for job evaluation classified according to characteristics 72 3.2 Classification of the job evaluation methods discussed according to characteristics and the benefits and disadvantages 73 3.3 Analytical model for comparing job evaluation systems 77 3.4 Characteristics, factors/aspects of the Hay Guide Chart and Profile Method 78 Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Factor Comparison or Weight-in-Money Method. Rank key jobs according to wages assigned to each factor Step 6. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Job evaluation refers to the measurement of the value of a job relative to other jobs. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … In the job classification method, descriptions of each … Methods The next step in the job evaluation process is to select or design a method of evaluating jobs. Methods used for job evaluations include the job ranking method, the classification method, the point-factor method and factor comparison method. subject of Job Evaluation, confronted the generally accepted approach of using the point method scales, when determining job factors in relation to relative job worth. �%0�iUfi3 ����c? This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. }�p;�*F3� �c� The most common are job ranking, factor comparison, point evaluation and job comparison methods. Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. In rating jobs on this factor consideration is given to the ratings of benchmark descriptors and the position’s Points were assigned to each job class based on the following factors and subfactors: Table 2: Gender neutral job comparison system There are several job evaluation methods from which to select. Distribute wage rates by factors Step 5. The Paterson System The Factor Comparison Method - This method is a combination of the ranking and point system. In this process, job evaluation is done by considering common key elements of different jobs which are then weighted and ranked. /Font << Methods of Job Evaluation – With Advantages and Disadvantages: Ranking, Job Classification, Factor Comparison and Point Method. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. - Pay will be assigned in this method by comparing the weights of the factors required for each job. Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System … As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. Point Rating method of job evaluation evaluates the compensable factors of each job. Analytical Job Evaluation Methods. With this method, you can compare jobs by using rating scales based upon several specific factors. Analytical Job Evaluation Methods. ��� ���(�`%�V�z�B�v�r���q&g. 3. Factor Comparison Method. - Under this method , instead of ranking complete jobs, each job is ranked according to a series of factors. In order to increase the reliability of ranking, this exercise is undertaken twice or thrice b… >> 2 Classification method Grading method 2. In his article “characteristics of factor comparison job evaluation”, (Hay (1), 1946), Hay had expressly shown his confidence and belief in the judgement of the skilled and well trained evaluators to present/produce equal intervals; usually geometrically increased, from lower to higher jobs. /F2 9 0 R job analysis is recorded in the precise language of a job description. 33/-/ •o u-5w3 TableofContents INTRODUCTION JOBEVALUATION JOBEVALUATIONHISTORY 13 BASICMETHODSINUSE page13 TheRankingMethod 14 TheClassificationMethod 14 TheFactorComparisonMethod 15 ThePointSystem 16 ESSENTIALSOFAJOB EVALUATIONSYSTEM page19 EstabHshingPolicies 20 SelectingthePlan 20 ChoosingtheFactors 21 … The factor-comparison method is yet another approach for job evaluation in the analytical group. Note 2). Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. /MediaBox [0 0 595 842] Job Evaluation Factors For Out-of-Scope Employees Last revised: January 2021 . The procedure involved is as follows. j� Sensitive in measuring job differences Enables comparison of dissimilar jobs ... Guide Chart and Profile Method of job evaluation… /F4 15 0 R The Hay scheme is a factor comparison system which provides the facility for checking the Next, benchmark jobs … This method determines the relative ranks … Gaining agreement on the measurement definitions may take several weeks, depending on the makeup of the job evaluation committee and the perspectives of its members. Quantitative Job Evaluation Methods •Factor Comparison Job Evaluation Method Step 1. The paired comparison method is particularly applicable when the jobs are significantly different from one another and where a relative measurement promises to yield insight. In the point factor analysis method (also called point method) of job evaluation, the organization identifies the compensable fact ors and breaks them down into degrees. The aim of job evaluation is to provide a hierarchy of jobs that is fair and non-discriminatory. (i) Select And Define The Factors: The factors common to all jobs are selected and defined clearly. Perhaps the simplest method of job evaluation is the ranking method. The point method is an extension of the factor comparison method. Jobs and employees who perform those jobs are ranked from highest to lowest, depending on their quality and value to the organization. << Point factor method is most representative and most widely used job evaluation method. On a high level, the steps for this approach are as follows: Jobs are listed; Evaluation factors are defined; Scoring degrees on these factors are determined ; Per job, points are allocated for each factor; A wage structure is defined Method of comparison. The Hay method of job evaluation was devised in 1943 and has been designed so that one scheme could be applied fairly to all job types. Hay Group’s job evaluation approach,in fact,is the world’s /Length 3384 Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. Ranking method. Advantages of Factor Comparison Method: (i) It has the ability of handing a large number of jobs and enjoys stability as long as the factors remain relevant. Examples of compensable factors are: Skill; Responsibilities; Effort; Working Conditions. 2) Mental effort, 3) Physical effort, 4) Responsibility, and. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Jobs are evaluated based on content and value. Though it is the most complex method of all, it is consistent and appreciable. �D���9I�W�W�t�\�Ӝ�:��P2�4�� I:P/. The ranking is provided to the job on the basis of this comparison. Each job is rated using the job evaluation instrument. endobj 1. << Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Under this method, jobs are … Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. This method entails the comparison of jobs against other positions within the organization. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. 2. Jobs are compared to each other based on the overall worth of the job to the organization. The point-factor method includes seven job factors which are grouped into four categories: Complexity Decision-making impact Supervisory These factors are divided into several levels, or degrees, each having assigned points. The allotting of marks to various factors and sub – factors is also a difficult job. A method of job evaluation in which jobs are compared with each other in terms of compensable job factors. 848 0 obj <>/Filter/FlateDecode/ID[<561F8223556C5F419E2938838DC81FE0><3523389E7C9D7E4CBA740AD9D20D442D>]/Index[836 21]/Info 835 0 R/Length 78/Prev 219252/Root 837 0 R/Size 857/Type/XRef/W[1 3 1]>>stream It … 4. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. Job evaluation methods Organisations use four basic job evaluation methods, namely the ranking method, the classification method, the factor-comparison method and the mark allocation method. It is therefore useful for business situations which typically involve setting priorities in the context of limited resources. An organisation usually chooses one of the above-mentioned methods and modifies it to provide for its particular needs. Comparative Methods of Job Evaluation - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. 2. JOB EVALUATION Presented by- Sandeep Singh 2. Up a grade structure formal, systematic process that determines the relative rank of job. 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