endobj This is the simplest, the most inexpensive and the most expensive method of evaluation. Separate classes may include office, clerical, managerial, personnel, etc. This may include typist, draftsman, ledger man, laboratory assistant etc. %PDF-1.5 Thus, a job may rank near the top in skills but low in physical requirements. This method tends to be … The lowest grade may cover jobs requiring greater physical work under close supervision, but carrying little responsibility. 1 The Korn Ferry (Hay) method measures three components in all jobs: the knowledge required, the … The method has several drawbacks. Under this method different jobs within an organization are ascertained and divided into various grades. Sample job classification plan Grade Title O Director N Assistant Director of Legal Services Assistant Director of Administration Budget and Fiscal Section Manager M Legislative Research Manager Program Evaluation Manager School Finance Manager L Information Technology Manager Legislative Information Officer Principal Legislative Analyst The job classification method allows you to predetermine the job classes and assign each … At the initial stage. Merits: The main merits of grading method of job evaluation are as follows: i. The advantages of the job-classification method include its simplicity and inexpensiveness. But the method is complicated and expensive. This method is easy to understand and simple to operate. To completely understand what job classification means and to see why it is important to a company, look at an example of job classification. Four basic methods have traditionally been used: ranking, classification, factor comparison, and point-rating. These factors are assumed to be constant for all the jobs. Job Evaluation: Classification Jobs are classified into an existing grade/category structure or hierarchy. 2021 Pricing Guide, 18 Personal Grooming Tips for Women to Look Well Groomed, 4 Stages of Training and Professional Development, 4 Ways to Engage and Connect with Your Remote Employees, What is Strategic Leadership? Section Supervisor 3. The National Electrical Manufacturer’s Association (NEMA), USA, has given the factors, degrees and points for hourly rated. You arrange all jobs in rank order of their relative duties, responsibilities, qualification requirements, that is, their “importance” to the organization, he says. 5th grade; 231 to 251 points, the 6th grade; and so forth. For example, a score range of 238 to 249 is grade seven and the next range of 250 to 271 is grade six. Under this method the job grades or classes are predetermined and then each job is assigned to these and is evaluated accordingly. The information obtained in job analysis is recorded in the precise language of a job description. For example, jobs of an operative may be classified as unskilled, semi-skilled, skilled and highly-skilled. For example, the positions of treasurer and accountant would be in one class because they both require working with economic data. The ranking method … THE BASIC STEPS FOR DEVELOPING A JOB EVALUATION IN YOUR ORGANIZATION: STEP 1: Define the jobs STEP 2: Select a job evaluation method The process of defining a job is called job analysis. The ranking method is one of the simplest methods of job evaluation. Classification/Grading Method In this job evaluation method, generic job characteristics are grouped together to reflect their level of skill and responsibility at several predetermined grade classifications. Facts about jobs are collected and are matched with the grades which have been established. 1. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. <> This method places groups of jobs into job classes or job grades. Ranking and job-classification methods come under this category because they make no use of detailed job factors. For example, someone working as a GS-4 is typically a student or an intern. The process followed in this method is as under: 1. Job evaluation methods 1. These include the point-ranking method and the factor-comparison method. Job-grading Method. 1 0 obj Job evaluation may be subjective as the jobs are not broken into factors. ii. iii. (iii) more job classification schedules need to be prepared because the same schedule cannot be used for all types of jobs. Factor Comparison System. 2. This method ranks jobs in order based on each job’s perceived value in relation to the others, says Neelman. 10 Qualities of a Strategic Leader, 10 Popular Ways to Love Physical Education as Homeschoolers. It is based on the job as a whole.The difference between the two is that in the ranking method, there is no yardstick for evaluation, while in the classification method, there is such an yardstick in the form of job classes or grades. The factor-comparison method is yet another approach for job evaluation in the analytical group. Job-evaluation cannot be scientific though it is … Job Grading Method: Also known as Job-Classification Method. job evaluation methods; however, ranking, the point method, and job classification a re the most commonly employed (Milkovich, et. The method is best used for smaller organizations with fewer jobs (under 30‐40); it may be awkward and unwieldy for larger companies with a large number of different jobs. For example, all the jobs may be compared first by the factor ‘mental requirements’. The human management and senior management team incorporates one the methods that is geared to managing the evaluation … But the job is not broken down into elements or factors. Each factor is ranked individually with other jobs. The Objective of Job Evaluation. 3 0 obj The easiest way to understand the job classification method is to look at positions in the federal government where classification and pay is based on the grade of the job. Each job is treated as a whole in determining its relative ranking. a number of job classes or grades is decided on the basis of job analysis. 3. al., 2011). 1. The method is simple to understand and easy to administer. There are several job evaluation methods from which to select. The description o… Job-evaluation methods are of two categories:-. Highly Skilled. For Example Class, I, comprise of the managerial level people under which sub-classification is done on the basis of the job roles such as office manager, department managers, departmental supervisor, etc. First, all jobs may first be ranked and their natural classes may be determined. Points Rating System. The purpose of conducting job evaluation is to fairly determine the … All Rights Reserved . The Hay job classification system assigns points to evaluate job components to determine the relative value of a particular job to other jobs. The four methods available are ranking, classification, factor comparison, and point method to choose in utilizing the aspects to assist in job evaluation. This covers jobs with the nature of clerical work. <> 2 0 obj Each level in the grade/category structure has a description and associated job titles. May work well for smaller companies. Each job is assigned to the grade/category providing the closest match to the job. The job classification method is less subjective when compared to the earlier ranking method. endobj © 2020 . I am a mother of a lovely kid, and an avid fan technology, computing and management related topics. Team Leader and … The worth of each job is determined on the basis of its factors and not by considering the job as a whole. The jobs requiring similar effort, knowledge, ability, responsibility are placed in same grade and evaluation is made after ranking of job … The procedure adopted is systematic and can easily be explained to the employees. (v) It helps in bringing uniformity in wage structure. Job evaluation developed out of civil service classification practices and some early employer job and pay classification systems. Under the classification method, the number of grades is first decided upon, and the factors corresponding to these grades are then determined. An advantage of the factor-comparison methods that jobs of unlike nature – for example, manual, clerical and supervisory – may be evaluated with same set of factors. 2. These types of Jobs are very much routine and procedural in nature may include, Nurse’s aide, Hotel room waiter, Carpenter. This is non-quantifiable and subjective, but is a basic simple approach, says Strand. What is Orientation and Purpose of Orientation? 3. 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 classification of a position is decided by comparing the … Methods of Job Evaluation – Top 5 Methods: Ranking, Paired Compensation, Grading, Point System … The worth of a job is then obtained by adding together all the point values. Department Manager 2. Inexpensive and the factors and not by considering the job raters know all the point system used. 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