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JOB EVALUATION METHODS


JOB EVALUATION METHODS

1. Point Factor Method: The most widely used evaluation methods is the point system. It breaks jobs down based on various identifiable criteria such as skill, effort, and responsibility. Then it allocates points to each of these criteria. Depending on the importance of each criterion to performing the job, appropriate weights are given, and are summed.

2. Ranking Method: The ranking method is the simplest form of job evaluation. In this method, each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. All jobs are ranked in the order of their importance from the simplest to the hardest or from the highest to the lowest.
3. Grading Method: Grading method is also known as ‘classification method’. This method of job evaluation was made popular by the U.S. Civil Service Commission. Under this method, all jobs are arranged according to their worth. Jobs are arranged in a simple rank order, from highest to lowest. No attempt in made to break the jobs down by specific weighted criteria. 

4. Competitive Market Analysis Method: This approach looks at external data. Job evaluation forms the basis for market pricing. You utilize job descriptions to compare jobs to like positions within the external marketplace. Pay data are collected from published sources and the value of the position within the competitive market is determined.

5. Factor Comparison Method: This method is a combination of both ranking and point methods in the sense that it rates jobs by comparing them and makes analysis by breaking jobs into compensable factors. This system is usually used to evaluate white collar, professional and managerial positions. In essence, this method is an application of the person to person systems of merit rating to job evaluation. It incorporate a job-to-job type of rating. 



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