The key jobs which are selected for which pay is determine to be standard and for which there is no controversy between the management and employees. It is to find out whether the difference among factors as per the ranking and factor evaluation is one and the same or not. The fourth degree 1 to 3 years assigned 20 points and the fifth degree is over 3 years and assigned 25 points. This method of job evaluation should be developed systematically and applied methodically in order to avoid the anomalies. It is difficult to know how much of jobs rank is influenced by the man on the job. Supervision and leadership of subordinates. However the explanation of a 20% jump in communication requirements is seldom given. The following example gives a clear idea. Basically, a company will set up a … The next step is to break down each factor into degrees or levels and to assign a point value to each level or degree. Technique # 2. The point system is based on assumption that it is possible to assign points to respective factors which are essential for evaluation an individual job. The Point Factor or Factor Comparison Method: This method is based both on the principles of points rating and principle of ranking. Terms of Service 7. (iii) Preparation of grade descriptions based on various components. iii. This system requires a detailed examination of the job. Advantages and Disadvantages of Job Classification and Grading Methods: i. (i) This method is more defensible and objection measure of job, worth due to numerical valuation. The sum of these points gives us an index of the relative significance of the jobs that are rated. It gives us numerical basis for wage differential by analysing a job by factors; it is usually possible to obtain a high measure of agreement of job value. Point-factor based job evaluation is a quantitative form of job evaluation that uses defined factors and levels within them. One way to create a point system for evaluating jobs is to assign a numerical scale to determine the value of the job. Grade descriptions are the result of the basic job information which is usually derived from the job analysis. The third degree 6 to 12 months assigned 15 points. Simple and easy to understand and operate, ii. vii. (iii) The judgment may produce an incorrect classification because of lack of detailed analysis of job. (ii) It is easy to communicate and be understood. iii. Submitting the position questionnaire to the administrators to determine their responsibilities, knowledge, work conditions, etc; 2. This method is superior to other methods discussed so far as this is analytical as well as quantitative. Posted: (1 days ago) Point–Factor Job Evaluation Method Point-factor based job evaluation is a quantitative form of job evaluation that uses defined factors and levels within them. 1. Difficult to explain the mechanism and operation of the method, and. The next step is assigning the monetary values to the components or sub-factors of each job. The next steps is to assign money value to points for this purpose, points are added to give the total value of job. i. (iv) This method is associated with minimum rating errors because rater using similar criteria would get more or less similar answers. The Factor Comparison System Technique: Learn Accounting: Notes, Procedures, Problems and Solutions, Studies at Work Place and Job Appraisal | Employees, Evaluation of Lease Decision: 3 Methods (with formula), What are the Methods of Job Evaluation – Ranking Method, Grading Method, Points Rating Method and Point Factor Method, Methods of Job Evaluation – With Merits and Demerits. Co-operation with associate outside the line of authority. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. (iv) The fourth step involves valuing the sub-factors of each of the key jobs. It identifies certain number of factors i.e. The important steps in the process of developing this technique are: The evaluator, in order to minimise this problem has to identify the key or representative jobs at the first stage, rank the key jobs at the second stage, identify and rank all other jobs at the third stage. The sum of these points gives us index of the relative significance of the job that is rated. (b) Improper analysis of competencies from rater’s point of view. (a) Determine the appropriate factors to measure. (i) Select key jobs and cluster the jobs on the basis of similar skills, efforts, responsibility etc. (iv) It can be applied to a wide range of jobs. In view of this, Goldenberg has suggested a single factor ranking scheme. It has long been accepted that three to fi ve factors are sufficient to capture a desired The risk of defining job factors and factors degree is time consuming and difficult task. That said, these methods are often complex and still rely on judgement for scoring the jobs themselves. There are certain alternatives regarding plotting money on the Y-axis. Points Rating: This is the most widely used method of job evaluation. Under this paired comparison ranking method the evaluator ranks each job in turn against all other jobs to be appraised, so that a series of paired rankings is produced. Generally there is agreement about the rates of key jobs. Proceed further, if the system produces acceptable results. Job requirements are compared to the definitions of the factor levels, with corresponding points assigned to the job based on the relevant level. The Factor Comparison Method - This method is a combination of the ranking and point system. It involves a more detailed, quantitative and analytical approach to the measurement of job work. i. There are no hard and fast rules regarding factors, sub-factors assigning the weightages, deciding upon degrees and values. Most appropriate in small organisations, iii. (a) There is no standard of judgment of one job with another job and hence associated with errors. To implement the Point Factor method, identify which factors make one job more valuable to the organization than another. 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. The job classification method is based on job classes. . This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. Each factor is then divided into levels or degrees which are then assigned points. The job scores are added to determine a total and are used to create a job hierarchy by using either the original points (job ranking) or a translation into a grade structure (job grading). A job grade is defined as a group of different jobs of similar features, requiring similar skills to perform them. The point method is an extension of the factor comparison method. Combination of ranking and factor comparison methods, iii. Important one is showing current salary rates on Y-axis against the score of the job concerned on X-axis. This method is used for job evaluation. brochure on gender neutral job evaluation, Working Conditions (uncommon in modern job evaluation systems). ii. Probability consequences of errors (in terms of waste damage etc.). You don’t need to worry about the oversimplified results you get from non-analytical job evaluation - and you can use them as a defence in equal value claims as long as they are based on proper job analysis and a system without inherent gender-bias. iii. (viii) Classifying the jobs of each grade. Thus, each job is ranked a number of times (i.e., number of compensable components or sub-factors). Another problem in ranking method is difficulty of operation of the method is ranking has to be done on the basis of a number of factors. Grouping of jobs into clarification makes pay determination easier to handle. (ii) The method is more expensive to maintain and update. Conventionally, non-quantitative — simple and crude techniques are developed. Primary compensable factors of a job evaluation plan. All the jobs are comparing with key jobs, factor by factor to determine their relative importance and positioning the scale of job, to determine also their money value. It is difficult to determine the factor level within factors and assign values of them.

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