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Job Evaluation

Job evaluation is the methodical technique of determining the relative value of various roles within an organization. The goal of job evaluation is to examine positions so that a fair, equitable, and consistent remuneration system may be developed for all employees. This ensures everybody is equally rewarded and that different roles have different entry and performance requirements. In partnership with employees, and other social partners, including corporate consulting organizations, HR develops job assessments.

What are the objectives of Job Evaluation?

The primary goal of job assessment is to evaluate the relative contributions that various positions contribute to the achievement of organizational goals. This core goal of job evaluation serves a variety of functions that may be divided into three categories: pay and salary fixing, job hierarchy rearrangement, and anomaly elimination.

Fixing Wages and Salaries:

The primary idea of pay and salary determination is that it should be based on the relative contributions of various tasks rather than on the identities of job holders. If this idea is implemented, the first step is to determine the potential contributions of various jobs. This is exactly what job evaluation delivers.

Job Hierarchy Reorganizing:

Work assessment aids in the reorganization of the job hierarchy. The term “job hierarchy” refers to the arrangement of various sorts of employment in ascending or falling order of significance. By expanding the number of levels in an organization, the job hierarchy might grow overly long, causing administrative and organizational challenges.

Getting Rid of Anomalies:

Job evaluation, when done on a regular basis and objectively, aids in overcoming different anomalies that may arise in an organization’s pay administration over time.


Job Evaluation Characteristics

The basic goal of job evaluation is to determine the worth of employment, however, this is a value that fluctuates from time to time and from location to place due to economic pressures. The following are the major characteristics of job evaluations:

  • It tries to evaluate jobs rather than persons.
  • Job Evaluation is the result of the job analysis process.
  • It lays the groundwork for fact-based salary negotiations.
  • Job evaluation does not create wage structures; rather, it aids in system rationalization by minimizing the number of distinct and disparate rates.
  • A group of professionals evaluates the job.
  • Work evaluation assesses the job’s worth, as well as the worth of each of the job’s characteristics, such as skill and responsibility levels, which are likewise associated and analyzed in relation to the job.
  • Job evaluation aids management in sustaining high levels of employee productivity and happiness.


Job Evaluation Benefits

Management, workers, trade unions, and organizations all benefit from job evaluation. Management benefits from a more orderly compensation system and a more consistent payment structure. In salary matters, unions gain from a better sense of justice and reason. In identifying the relationship between various levels of compensation and the joint control of workplace conditions, the union can play a more prominent role. Employees gain because job assessment establishes a common framework for posing job-related questions, reducing the likelihood of arbitrary judgments.

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