Quiz 5: Job-Based Structures and Job Evaluation


The process of methodically finding out the comparative value of jobs to form a job structure for the organization is called job evaluation. This evaluation includes job content, expertise required, value and culture of the company and market condition. The effort to modify the market force and organizational force is quite challenging for job evaluation. Job evaluation is a part of the procedure for developing an internally aligned pay structure. Internal alignment which is also referred as internal equity is explained as the relationship among difference job roles, departments, efficiencies and capabilities in an organization. A structure is aligned if it supports the strategic moves of the company. Next pay structures are designed to maintain the work flow, which is to smoothly maintain the processes of manufacturing products for raw materials and providing services to the clients. The management needs to incorporate appraisal policies and increase the payments for promotions, higher responsibilities and for more difficult tasks. Support the strategic moves of the company: Job evaluation is used to find out the value added by a specific job which helps an organization to follow the strategies and to achieve its targets. Support the flow of work: Job evaluation integrates the pay for each job with respect to its comparative contributions to the company and to decide the payment for new, exclusive and varying jobs. Develop structure which is unbiased for employees: Job evaluation is used to form a workable structure in order to diminish disputes and grievances over the difference in compensation among various departments and to reduce favoritism. Encourage attitude toward motives of the organization: Job evaluation helps the employees of an organization to adjust with the changing strategies for enhancing their understanding about the worth of the job and encourages promotions and appraisal policies. Convectional Approach: Information required for job analysis can be collected either conventionally or qualitatively. In conventional approach, information can be collected by asking questions to people directly through a questionnaire. Types of jobs, its challenges, solutions are the type of questions in the questionnaire. In this case, employees can directly involve and understand the process of the analysis. But the result of this research depends hugely on the quality of answers given by the jobholders. If relevant questions are not been asked or if jobholders are not serious enough to give perfect answer to those questions, then the result is not accurate. It is quite problematic for a single analyst to comprehend different types of jobs and its importance in an organization. Various individuals have different insights, which results in differences in clarifications. Since the convectional approach is quite time consuming and results favoritism, therefore another approach is needed to do the same job. Qualitative approach: In quantitative approach people are instructed to use a website for answering the questionnaire. This method enables statistical analysis of result and more data can be gathered quickly. Questions are asked to jobholders in order to evaluate whether that specific part of the job is important or not. If that part is significant, the jobholders are asked to rate the importance and the time required to do that specific part. Questions are sub-divided into various factors including knowledge, accountability, reasoning, communication and working situation. Most of the organizations considered this approach practical and cost-effective. But the result of this analysis depends a lot on the number and types of questions in the questionnaire. Therefore, in both the methods, it is vital to include good and knowledgeable jobholders in order to ensure that the work is efficient analyzed.

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Job evaluation stands for the process of knowing the worth and value of each job in comparison to others positions in the organization. It is the ratings of all the jobs in the organization and a process to create an intrinsic value of each job for the organization. There are different approaches to job evaluation like various methods that could be used to evaluate a job. Example- ranking method, grading method, point method, factor comparison method etc. These different approaches to job evaluation serves various purposes like by looking at the type of organization, the evaluator decides upon the method of job evaluation that should be applied to evaluate jobs and describe their worth in the organization. When an organization carries several different departments and different positions then ranking or grading method is utilized so as to determine the rank and value of each position in different departments. This is the reason why there are different approaches to job evaluation. In retailer and 7-eleven organization, the employer should use factor comparison method of job evaluation because by using this method the employer would be able to determine the kind of output every position provides and then it could be related and compared to the kind of compensation that is allotted to that particular position/s. In college as well as in hospital, ranking method of job evaluation should be used so as to rank the positions hierarchically and provide them with compensation and salary depending upon the ranks the positions receives. These way different approaches to job evaluation could be utilized and made to serve the best purpose.