Job evaluation needs to be differentiated from job … Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation and non-suitable for another one. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. Job evaluation is an orderly and systematic technique of determining the relative worth of the various jobs within the organisation so as to develop an equitable wage and salary structure. A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Compensation may be used to: 1. recruit and retain qualified employees. An impact evaluation provides information about the impacts produced by an intervention - positive and negative, intended and unintended, direct and indirect. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Does not consider market compensation rates. Process selection is primarily considered during: a) Planning b) Organizing c) Leading d) Controlling 3. Each job is treated as a whole in determining its ADVERTISEMENTS: Performance Appraisal Methods: Traditional and Modern Methods! To learn more about the purpose of job evaluation methods and their types, review the corresponding lesson called Four Methods of Job Evaluation: Ranking, Classification, Point & Factor Comparison. Job design c. Methods of collecting job data d. None of the above View Answer / Hide Answer 2. A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Make a note of the difference between ‘simple’, ‘complicated’ and ‘complex’ projects and how each type will require a different approach to impact evaluation. Evaluation of job is based on the job content and position as per their performance. job analysis is recorded in the precise language of a job description. Selecting/appointing a team or an individual to conduct project. A comprehensive database of more than 11 theology quizzes online, test your knowledge with theology quiz questions. As such, there is no single appraisal method accepted and used by all organisations to measure their employees’ perfor­mance. Checking of answer script is very simple and it can always be automated. Project c c. Job shop d. Flow shop 2. 2. Identifying main participants in the work process, including the ones in the job/role as well as reporting authorities. Methods of Job Evaluation Job-evaluation methods are of two categories:- a) Analytical Methods Point Ranking Methods Factor Comparison Method b) Non-analytical Methods Ranking Method Job-grading Method Non-analytical Methods Ranking and job-classification methods come under this category because they make no use of detailed job factors. May work well for smaller companies. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. A) show the relationship between the value of the job and the current average pay rates B) equate jobs of similar difficulty or importance as established by job evaluation C) choose benchmark jobs within each pay grade D) cluster jobs into logical groupings When weighing yourself on a scale, you position yourself slightly differently each time. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Point ranking method c. Factor comparison method d. None of the above. The systematic process of job analysis and evaluation followed by the firm includes: Identifying concerned job. Job evaluation is a procedure for developing a wage structure that is somehow based upon an evaluation of the job. The ranking of job is done by a committee of experts called raters. Analytical Job Evaluation Methods. Job evaluation needs to be differentiated from job … a. This means that an impact evaluation must establish what has been the cause of observed changes (in this case ‘impacts’) referred to as causal attribution (also referred to as causal inference). Factor-Comparison Method: Under this method, the job is evaluated, and the ranks are given on the basis of a series of factors Viz. It tries to make a systematic comparison b/w jobs to assess their relative worth for the purpose of establishing a rational pay structure. Analysing Work and Designing Jobs - MCQs with answers - Part 1 1. Job ranking is the simplest and easiest job evaluation method. That’s why using a training evaluation model can be helpful. A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. In the words of Maurice B. Cumming, "Job Evaluation is a technique of assessing the worth of a job in comparison with all other jobs throughout an organisation". It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job – grading method b. There are many methods by which job evaluation is done. ; Measuring the mass of a sample on an analytical balance may produce different values as air currents affect the balance or as water enters and leaves the specimen. The ranking is provided to the job on the basis of this comparison. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. But telling the difference between effective training and total flops is far from easy. The main benefits of this method are that it is simp… Meaning of Job Evaluation Job evaluation : Systematic way of determining the value or worth of a job in relation to other jobs in an organization. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. Ranking / Grading Method: Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. MCQ type evaluation is very popular because of its easy implementation. a. It is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. Which of these options is one of the non – analytical methods of job evaluation? Comparison Chart; Definition 2. increase or maintain morale/satisfaction. Edwin B. Flippo defines. 6. modify (through negotiations) practices of unions. During the job evaluation review process, the job analyst used the information that was provided at the initial interview, together with any concerns that were registered and the additional information that has since been provided through job description questionnaires, to assess the job against each of the 13 factors in the job evaluation scheme. 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