Job Analysis & Evaluation

Introduction

The management may examine the position in order to address issues with personnel placement, advancement, training, and transfer. An excellent foundation for carrying out the aforementioned responsibilities is provided by job analysis and assessment.

An person is given a job based on his or her aptitude, proficiency, experience, technical expertise, area of interest, etc. Job assessment and analysis assist in determining the precise wage for each employee. It would prevent employee resentment and hostility.

Meaning of Job

A job is a position with some degree of difference or resemblance to other positions. A job would be something like the position of general manager. In any organisation, there is only one position like this. Salespeople, clerks, and other positions are among those that are many in every organisation.

Job Analysis

Employment analysis focuses on the elements and traits that make up each job. Job analyses outline the responsibilities and tasks associated with each position. Based on a job analysis, pay is set. It establishes the level of expertise required to carry out each task.

Task analysis reveals the circumstances in which each job is carried out as well as the level of risk associated with it. The management uses job analysis to determine the qualifications needed for each position and to choose the methods or procedures to carry them out.

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Procedure of Job Analysis

The methods listed below may be used to analyse each job:

1. The management has provided a questionnaire for all job applicants to complete.
2. The job applicants must maintain a journal. The logbook should include all of the crucial performance information.
3. Management conducts a face-to-face interview with candidates for the position. The opportunity for job holders to discuss potential issues and challenges with work performance follows.
4. A different individual is chosen to monitor how job holders behave while carrying out their duties.
5. The management then creates a thorough report. You may think of it as a job analysis.

The management conducts job analyses at least every two to three years. The explanation is that, in the quickly evolving company environment, social or technological change may have an impact on employees’ behaviour.

Advantages of Job Analysis

1. A job analysis makes it easier to choose and put the proper people in each role.
2. Management can provide the necessary personnel the proper training.
3. A job analysis is used to determine a reasonable salary rate.
4. Job analysis aids in merit assessing and evaluating jobs.
5. Job analysis enables managers to make prompt judgments. The choice can have anything to do with selection, promotion, or transfer.
6. Job analysis may be used to put an end to labour conflicts.
7. The management may implement appropriate disciplinary measures. 8. Appropriate staff selection guarantees work satisfaction and employee morale.
8. Job analysis eliminates compensation disparities and lowers absenteeism and labour turnover.
9. It serves as a foundation for performance evaluations and supports the management’s control role.

Job Evaluation

The approach of job assessment is quite helpful. The compensation rate is set based on the job’s requirements, not on the presence of males. Job rating is another name for job appraisal. Job assessment is a methodical process that assesses the relative worth and relevance of each job based on its tasks, responsibilities, and other factors.

In other words, a job assessment is a financial representation of every work. Job evaluation’s primary goal is to determine a man’s compensation rate in accordance with the work he does. It entails setting higher pay rates for occupations with a high level of risk, and vice versa. For instance, a college speaker should be compensated more than a classroom instructor.

The management hires someone who satisfies the minimal qualifications of a position. The minimum and maximum criteria for each job are determined through job assessment.

Job Evaluation Procedure

The process for evaluating a job is as follows:

1. A thorough examination of the position, taking into account education, training, experience, and intellect.
2. Determining the level of responsibility and the amount of physical and mental work required.
3. A job summary.
4. Think about a job’s qualifications in terms of education, training, and experience. Experience may get 10 points and training 5 points if it is deemed to be twice as valuable as training.
5. Job evaluation.
6. Evaluation of various positions.
7. Decide how many points should be awarded for each job-related attribute.
8. Total the points earned for each task.
9. Arrange the tasks according to their point totals.
10. A financial expression of the job’s worth based on the points earned.

Advantages of Job Evaluation

The following are the key benefits of job evaluation:

1. Since compensation is set based on the kind of employment, management may be able to regulate labour costs.
2. It is simple to rank jobs.
3. Management may set comparable tasks at the same salary. In other words, management finds it simple to implement the equal pay for equal work premise.
4. There is a chance that staff morale may go up.
5. Management is able to implement an appropriate promotion policy.
6. Job assessment aids in staff recruitment, placement, and training for management.
7. It offers a justification for varying pay scales for various vocations.
8. It strengthens bonds between coworkers and between employees and their employers.
9. The management sets the pay for a new position without any effort.
10. Management is able to create appropriate incentive programmes.
11. Job assessment reduces the amount of staff turnover.

Disadvantages of Job Evaluation

Following is a discussion of the key drawbacks of job evaluation:

1. Job evaluations focus on the job itself rather than the worker.
2. Workers who are above average suffer from wage uniformity.
3. Similar to other elements, job assessment is one of the factors that go into determining a salary rate.
4. It is quite challenging to translate all the elements into financial terms for job appraisal.
5. The evaluation of each work attribute is entirely subjective.
6. Job assessment overlooks the state of the labour market, which is equally to blame for the rigidity of pay rates.
7. The employees may not comprehend the job assessment. The employees may thus be suspicious of the management’s motives.

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Principles or Guidelines for Job Evaluation

1. The management must take great care since the purpose of the job assessment is to determine the value of the job as determined by job studies.
2. The management and employees should cooperate with one another.
3. The terminology utilised in the job appraisal process varies. Before the job really begins, they are thoroughly communicated to the employees.
4. A job’s conclusion is only completed when all raters concur.
5. Before establishing the method for job appraisal, the size and kind of the organisation must also be taken into account.
6. The goals of the job assessment may be decided upon and communicated to those who would likely be impacted.
7. The management must make a choice about how to spend the available funds.
8. To prevent misunderstandings, all parties involved should be informed about the chosen job assessment method and how it operates.
9. To ensure the employment assessment system runs well, interested parties are urged to participate.
10. The salary rates for occupations must be on par with those for similar jobs in the same business and sector.
11. The company may employ the and include a provision for merit that increases with labour grades and length of service in the job assessment programme.
12. To encourage employees’ confidence in the work assessment system, temporary overpayments may be provided.

Method or System of Job Evaluation

The following is a discussion of job appraisal techniques:

1)Ranking system: Under the ranking system, occupations are rated according to their responsibility and practicability. Each job is valued relative to other occupations in terms of money. The ranking system may be effectively used in small organisations.

The management may use this strategy in areas with a high volume of comparable work being done. The primary shortcoming of this approach is the impossibility of correct appraisal.

2)Classification Method: Grading technique may be used as a classification strategy. At first, grades are described as being universal to many occupations. The management then researches the varied specifications for each task.

Following that, occupations are evaluated based on their own criteria. Class one, class two, class three, as well as competent, semi-skilled, and unskilled, are a few examples. A committee normally handles this.

3)Factor point scoring: The management is able to pinpoint the elements that each work has in common. Points are then assigned to each of these factors based on their relative relevance.

The last step is to base the salary rate on the total points earned by each task. The similar elements of any job are education, experience or talent, responsibility, and working environment.

4)Factor comparison method: This approach resembles factor point scoring in certain ways. The management may uncover certain common elements using this strategy as well. The management might choose a critical position first. The management should choose a critical position with great care.

Through the process of allocating funds factor-wise, the wage rate is set to the primary task. For instance, education costs Rs. 4, talent or experience costs Rs. 4, physical needs cost Rs. 1, responsibilities cost Rs. 2, and working conditions cost Rs. 3.50.

The entire hourly wage rate is Rs. Here, prevalent characteristics include education, talent or experience, physical needs, accountability, and working environment. The scales of the key job are used to factor-compare the other tasks.

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