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CHARACTERISTICS OF JOB EVALUATION


CHARACTERISTICS OF JOB EVALUATION

1. Provide a standard procedure for determining the relative worth of each job in a plant.

2. The heart of job evaluation is the determination of what criteria will be used to arrive at the ranking.

3. Provide a benchmark for making career planning for the employees in the organisation.

4. To develop a base for merit or pay-for-performance.

5. To establish a framework of procedures to determine the grade levels and the consequent salary range for new jobs or jobs which have evolved and changed.

6. Job evaluation does not design wage structure, it helps in rationalizing the system by reducing number of separate and different rates.

7. The ranking that result from job evaluation is the means to an end, not an end it itself.

8. It assume normal performance of the job by a typical workers.

9. It ignores individual abilities of the performance of the job holder.

10. To ensure the fair and equitable compensation of employees in relation to their duties.

11. To justify an existing pay rate structure or to develop one that provides for internal equity.

12. Job evaluation determines the value of job. Further the value of each of the aspects such as skill and responsibility levels are also related and studied in connection with the job.

13. To establish a framework of procedures to determine the grade levels and the consequent salary range for new jobs or jobs which have evolved and changed.

14. To comply with equal pay legislation and regulations determining pay differences according to job content.

15. It follows job analysis which provides data in respect of each job.

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