The most widely used point method job evaluation is the:
The point method evaluates jobs by comparing compensable factors - elements of job content like skill, effort or responsibility that can be used to assess a job's value to the organization. Each factor is defined and assigned a range of points based on the factor's relative importance to the organization. Compensable factors are weighted to represent the relative significance of each factor to the job. Show It is important to note that the procedure that follows should be applied separately to each job structure. Job structures are sets of jobs that are similar in important ways - for example, by functional area (such as accounting) or by job type (such as managerial jobs) because the jobs placed within each structure share a common set of knowledge, skills and abilities. Point Rating technique is the most widely used system of job evaluation. The method evaluates the compensable factors of each job. It involves a more detailed, quantitative and analytical approach to the measurement of job work. Under this method of job evaluation, jobs are broke down based on various identifiable factors such as skill, effort, training, knowledge, hazards, responsibilities and so on. Thereafter, points are allocated to each of these factors. Weights are given to factors depending on their importance to perform the job. Points so allocated to various factors of a job are then summed. Then, the jobs with similar total of points are placed in similar pay grades. The sum of points gives an index of the relative significance of the jobs that are rated. Point Rating System requires six steps and is usually implemented by a job evaluation committee or by an individual analyst.
Merits – The points rating has several advantages. The major merits of the method are:
Demerits – The points rating method also has some disadvantages. The major demerits of the method are: Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument. The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade. What is the point method of job evaluation?The point method evaluates jobs by comparing compensable factors - elements of job content like skill, effort or responsibility that can be used to assess a job's value to the organization. Each factor is defined and assigned a range of points based on the factor's relative importance to the organization.
Why is the point rating method the most widely used of all job evaluation methods?The point method is a superior and widely used method of evaluating jobs. It forces raters to look into all key factors and sub-factors of a job. Point values are assigned to all factors in a systematic way, eliminating bias at every stage.
Which method is best for job evaluation?Here are the 5 Best Job Evaluation Methods. Ranking Method. This job evaluation method works by ranking jobs according to their perceived value compared to other jobs. ... . Grading/Classification Method. ... . Point-Factor Method. ... . Factor Comparison Method. ... . Competitive Market Analysis Method.. What are the 4 methods of job evaluation?Four common job evaluation methods are the ranking method, job classification, the factor-comparison method, and the point-factor method.
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