savio13
Savio Cabral
Points Rating
This is the most commonly used method. The key elements of each job, which are known as 'factors', are identified by the organisation and then broken down into components. Each factor is assessed separately and points allocated according to the level needed for the job. The more demanding the job, the higher the points value. Factors usually assessed include:
Factor Comparison
Factor Comparison is similar to Points Rating, being based on an assessment of factors, though no points are allocated. Use of the Factor Comparison method is not as widespread as the Points Rating systems, because the use of points enables a large number of jobs to be ranked at one time.
Non-analytical schemes
These are less objective than analytical schemes, but are often simpler and cheaper to introduce. Methods include job ranking, paired comparisons and job classification.
Job ranking
This is the simplest form of job evaluation. It is done by putting the jobs in an organisation in order of their importance, or the level of difficulty involved in performing them, or their value to the organisation. Judgements are made about the roles based on aspects such as the jobs' scope and impact, their level of autonomy, the complexity of their tasks and the knowledge and skills needed. Once this analysis is done, the jobs together form a hierarchy which indicates the different levels, or ranks, within the organisation.
Organisations often divide the ranks into grades. The number of grades chosen will depend on the organisation's needs. This process is easily understood by employees and is relatively cheap to undertake.
Paired comparisons
This is a statistical technique used to compare each job with others in an organisation. Using a ranking form, points are allocated to the job:
• two points if it is considered to be of higher value
• one point if it is regarded as equal worth
• no points if it is less important.
The scores are added up and then the final overall ranking can be given. Paired comparisons gives greater consistency, but takes longer than job ranking as each job is considered separately.
Job classification
This method is also known as job grading. Before classification, an agreed number of grades are determined, usually between four and eight, based on tasks performed, skills, competencies, experience, initiative and responsibility. Clear distinctions are made between grades. The jobs in the organisation are then allocated to the determined grades.
This is the most commonly used method. The key elements of each job, which are known as 'factors', are identified by the organisation and then broken down into components. Each factor is assessed separately and points allocated according to the level needed for the job. The more demanding the job, the higher the points value. Factors usually assessed include:
Knowledge and skills
People management
• work experience
• human relations skills
• qualifications
• ability to deal with work pressure
• external qualifications
• supervisory responsibility
• specialist training
• length of service
• length of service
Communication and networking
Freedom to act
• social skills
• depth of control
• enthusiasm
• supervision received
• diplomacy
Decision-making
Decision-making
Working environment
• judgement
• knowledge of special working practices
• initiative
• breadth of management skill required
• analytical ability
Impact and influence
Impact and influence
Financial responsibility
• efficiency
• budgeting
• impact on customers
• responsibility
• results of errors
• responsibility
• results of errors
Factor Comparison
Factor Comparison is similar to Points Rating, being based on an assessment of factors, though no points are allocated. Use of the Factor Comparison method is not as widespread as the Points Rating systems, because the use of points enables a large number of jobs to be ranked at one time.
Non-analytical schemes
These are less objective than analytical schemes, but are often simpler and cheaper to introduce. Methods include job ranking, paired comparisons and job classification.
Job ranking
This is the simplest form of job evaluation. It is done by putting the jobs in an organisation in order of their importance, or the level of difficulty involved in performing them, or their value to the organisation. Judgements are made about the roles based on aspects such as the jobs' scope and impact, their level of autonomy, the complexity of their tasks and the knowledge and skills needed. Once this analysis is done, the jobs together form a hierarchy which indicates the different levels, or ranks, within the organisation.
Organisations often divide the ranks into grades. The number of grades chosen will depend on the organisation's needs. This process is easily understood by employees and is relatively cheap to undertake.
Paired comparisons
This is a statistical technique used to compare each job with others in an organisation. Using a ranking form, points are allocated to the job:
• two points if it is considered to be of higher value
• one point if it is regarded as equal worth
• no points if it is less important.
The scores are added up and then the final overall ranking can be given. Paired comparisons gives greater consistency, but takes longer than job ranking as each job is considered separately.
Job classification
This method is also known as job grading. Before classification, an agreed number of grades are determined, usually between four and eight, based on tasks performed, skills, competencies, experience, initiative and responsibility. Clear distinctions are made between grades. The jobs in the organisation are then allocated to the determined grades.