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FREE online courses on Job Analysis and Evaluation - Process of Job Evaluation


The process of job evaluation involves the following steps:


Gaining acceptance


Before undertaking job evaluation, top management must explain the aims and uses of the programme to the employees and unions. To elaborate the programme further, oral presentations could be made. Letters, booklets could be used to clarify all relevant aspects of the job evaluation programme.


Creating job evaluation committee


It is not possible for a single person to evaluate all the key jobs in an organization. Usually a job evaluation committee consisting of experienced employees, union representatives and HR experts is created to set the ball rolling.


Finding the jobs to be evaluated


Every job need not be evaluated. This may be too taxing and costly. Certain key jobs in each department may be identified. While picking up the jobs, care must be taken to ensure that they represent the type of work performed in that department.


Analyzing and preparing job description


This requires the preparation of a job description and also an analysis of job needs for successful performance.


Selecting the method of evaluation


The most important method of evaluating the jobs must be identified now, keeping the job factors as well as organizational demands in mind.


Classifying jobs


The relative worth of various jobs in an organization may be found out after arranging jobs in order of importance using criteria such as skill requirements, experience needed, under which conditions job is performed, type of responsibilities to be shouldered, degree of supervision needed, the amount of stress caused by the job, etc. Weights can be assigned to each such factor. When we finally add all the weights, the worth of a job is determined. The points may then be converted into monetary values.


Installing the programme


Once the evaluation process is over and a plan of action is ready, management must explain it to employees and put it into operation.


Reviewing periodically


In the light of changes in environmental conditions (technology, products, services, etc.) jobs need to be examined closely. For example, the traditional clerical functions have undergone a rapid change in sectors like banking, insurance, railways after computerization. New job descriptions need to be written and the skill needs of new jobs need to be duly incorporated in the evaluation process. Otherwise, employees may feel that all the relevant job factors have not been evaluated properly, based on which their pay has been determined.



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