Job Analysis and Job Evaluation
Job Analysis and Job Evaluation
EVALUATION
By
JOB ANALYSIS
Job analysis is a systematic investigation of the
tasks, duties and responsibilities necessary to do
a job.
Job analysis is the process of collecting job
related information.
Job Analysis
T&D
Selection
Performance
Appraisal
Placement
Job design
Job
evaluation
Job description
Job specification
Job evaluation
JOB ANALYSIS
Job Description
Job title.
Functions and duties of the
job.
Job summary.
Job location.
Job Specification
Education.
Skills.
Experience.
Physical fitness.
Special qualities
required for
performing the job.
Intelligence,
judgement and
initiative required for
performing the job.
JOB DESCRIPTION
SPECIMEN
Job Title
Code
Supervises
As on Date
Occupational
Job No.
Grade Level:
Functions:
____________________________________________
____________________________________________
Job Characteristics
___________________________________________
___________________________________________
JOB SPECIFICATION
Job specifications specify the
Minimum acceptable qualifications required
by the individual to perform the task efficiently.
Based on the information obtained from the job
analysis procedures, job specification identifies
the qualifications, appropriate skills, knowledge,
and abilities and experienced required to perform
thejob.
IMPORTANCE
HR Planning
Personnel recruitment, selection and placement
Training and personnel development
Employee compensation
Engineering designing
Job designing
Performance measurement and rating
Health and safety measures
Career planning
JOB EVALUATION
Job evaluation provides the relative value of each
job in the organization. It is an important tool to
determine compensation administration.
If an organization is to have an equitable
compensation program, jobs that have similar
demands on terms of skills, education and other
characteristics should be placed in the common
compensation groups.
Observation
Critical incidents
Panel of experts
Diary method
Questionnaire
1.
2.
Structured
Unstructured
Diary/log books
Observation
Interview
Questionnaire:
Structured
Unstructured
Time limit
Cost factors
QUESTIONNAIRES
Unstructured format is more useful when:
Questions are open ended.
Questions that are probing in nature.
The number of incumbents is less.
Roles are unclear.
Structured more useful when:
The jobs are fixed and duties extremely clear.
JOB DESIGNING
Definition
Factors affecting job designing
Organisation factors.
Environmental factors.
Behavioural factors.
JOB EVALUATION
Definition Job evaluation is the evaluation or rating of jobs
to determine their position in the job hierarchy.
1.
2.
3.
4.
Principles
Rate the job not the man.
Easily explained elements of rating.
Exposure of plan to employees.
Employee participation in rating.
PROCESS
Gaining acceptance.
Selecting jobs to be evaluated.
Job analysis and description.
Job evaluation.
Assigning money value.
Periodic review.
METHODS USED
Job ranking system or Job comparison method
Grading system or Job classification method
Factor comparison method
Point ranking method