job evaluation is a means of comparing various jobs in order to
provide a basis for a grading and pay structure. It aims to evaluate the
job and not the jobholder, and to provide a relatively objective method
of determining and assessing the specific demands of a certain job.
There are many forms of job evaluation that have evolved over time. Know that it can be difficult for managers to justify why one job is graded or paid higher as opposed to another. And a job evaluation scheme is a great way of systematically examining individual jobs objectively, while avoiding discrimination or prejudice.
Basic Types Of Job Evaluation Schemes
Analytical Schemes - You have to understand that jobs are divided into components or demands which are commonly known as "factors". Scores are given for every factor. The total score will give an overall rank order of jobs. These types of schemes will provide a defense against a claim of equal pay for work of equal value. However, this can only be done if you can demonstrate that theses schemes are indeed free of sex biases. There is actually a checklist provided in order for you to property do it.
Non-analytical Schemes - In these types of schemes, whole jobs are compared with another rather than breaking the jobs down and analyzing them under their certain components or demands. The main disadvantage of these schemes is that they are prone to sex discrimination since comparative judgments regarding jobs made by the evaluator will have some objective basis. It is also great to know that the non-analytical job evaluation scheme will not provide you with a defense against a claim of equal pay for work of equal value that the analytical schemes provide.
Important Factors In Making A Job Evaluation Scheme Successful
In order to make such scheme successful, it must involve the following factors:
First is the commitment of senior management, of time and of resources. Second is transparency wherein employees must be able to understand the processes as well as the procedures of the scheme. Third is thoroughness - you must make sure that job descriptions are factual and objective, and created in a consistent manner. And lastly, you must consider the cost.
Once all the jobs have been successfully evaluated and placed in rank order, a grading structure can now be established. But always remember that this grading structure must be discussed by the right negotiating forum involving the trade unions and employee representatives.
There are many forms of job evaluation that have evolved over time. Know that it can be difficult for managers to justify why one job is graded or paid higher as opposed to another. And a job evaluation scheme is a great way of systematically examining individual jobs objectively, while avoiding discrimination or prejudice.
Basic Types Of Job Evaluation Schemes
Analytical Schemes - You have to understand that jobs are divided into components or demands which are commonly known as "factors". Scores are given for every factor. The total score will give an overall rank order of jobs. These types of schemes will provide a defense against a claim of equal pay for work of equal value. However, this can only be done if you can demonstrate that theses schemes are indeed free of sex biases. There is actually a checklist provided in order for you to property do it.
Non-analytical Schemes - In these types of schemes, whole jobs are compared with another rather than breaking the jobs down and analyzing them under their certain components or demands. The main disadvantage of these schemes is that they are prone to sex discrimination since comparative judgments regarding jobs made by the evaluator will have some objective basis. It is also great to know that the non-analytical job evaluation scheme will not provide you with a defense against a claim of equal pay for work of equal value that the analytical schemes provide.
Important Factors In Making A Job Evaluation Scheme Successful
In order to make such scheme successful, it must involve the following factors:
First is the commitment of senior management, of time and of resources. Second is transparency wherein employees must be able to understand the processes as well as the procedures of the scheme. Third is thoroughness - you must make sure that job descriptions are factual and objective, and created in a consistent manner. And lastly, you must consider the cost.
Once all the jobs have been successfully evaluated and placed in rank order, a grading structure can now be established. But always remember that this grading structure must be discussed by the right negotiating forum involving the trade unions and employee representatives.
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