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    Group 2: Job Evaluation. Compensable Factors. Techniques. Steps in Establishing Pay Rates

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    Qadir Aga
    This document discusses job evaluation and establishing pay rates. It defines job evaluation as a formal comparison of the worth of one job relative to another to determine equitable pricing of all jobs. Key steps are identifying compensable factors like skills and responsibilities that distinguish jobs, evaluating jobs using techniques like ranking or points methods, grouping similar jobs into pay grades, setting wage curves for each grade, and fine-tuning rates. The goal is to objectively compare jobs and compensate them fairly based on their relative worth to the organization.

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    Group 2: Job Evaluation. Compensable Factors. Techniques. Steps in Establishing Pay Rates

    Uploaded by

    Qadir Aga
    26 views8 pages
    This document discusses job evaluation and establishing pay rates. It defines job evaluation as a formal comparison of the worth of one job relative to another to determine equitable pricing of all jobs. Key steps are identifying compensable factors like skills and responsibilities that distinguish jobs, evaluating jobs using techniques like ranking or points methods, grouping similar jobs into pay grades, setting wage curves for each grade, and fine-tuning rates. The goal is to objectively compare jobs and compensate them fairly based on their relative worth to the organization.

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    Job evaluation.Qadir Aga

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    J E Final

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    This document discusses job evaluation and establishing pay rates. It defines job evaluation as a formal comparison of the worth of one job relative to another to determine equitable pricing of all jobs. Key steps are identifying compensable factors like skills and responsibilities that distinguish jobs, evaluating jobs using techniques like ranking or points methods, grouping similar jobs into pay grades, setting wage curves for each grade, and fine-tuning rates. The goal is to objectively compare jobs and compensate them fairly based on their relative worth to the organization.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    26 views8 pages

    Group 2: Job Evaluation. Compensable Factors. Techniques. Steps in Establishing Pay Rates

    Uploaded by

    Qadir Aga
    This document discusses job evaluation and establishing pay rates. It defines job evaluation as a formal comparison of the worth of one job relative to another to determine equitable pricing of all jobs. Key steps are identifying compensable factors like skills and responsibilities that distinguish jobs, evaluating jobs using techniques like ranking or points methods, grouping similar jobs into pay grades, setting wage curves for each grade, and fine-tuning rates. The goal is to objectively compare jobs and compensate them fairly based on their relative worth to the organization.

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    Group 2

    1. 2. 3. 4. Job Evaluation. Compensable factors. Techniques. Steps in establishing Pay Rates.

    What is Job Evaluation?


    A Formal and systematic comparison. Worth of one job relative to another. Higher Jobs Higher Pay and Vice versa. Basically determines the price of key benchmark jobs. Then use J E to determine the relative worth of all other jobs. Above 2 points helps in pricing all the jobs equitably.

    Some Principles of Job Evaluation.


    Definition: Jobs must be clearly defined such that they are identifiable and easily distinguishable. These jobs must then be part of the job description. Evaluation: A job evaluation scheme must be arrived upon and used as a standard and all jobs in the organization must be evaluated as per that scheme only. Job Understanding: Job evaluators need to have deep insights into the job design process. They must have a methodical understanding of various tasks involved. Concern: Job evaluation must be concerned with the job and not with the person. i.e. it is the job that has to be evaluated and not the person Assessment: The assessment has to be carried out in an acceptable manner and by competent people. Further, it is based on judgment and is not scientific but can however be used to make objective judgments if used correctly.

    Preparing for Job Evaluations.


    1. Identifying the need for job evaluation. 2. Getting employees to cooperate. 3. Choose a job evaluation committee.

    Compensable Factors.
    A fundamental, compensable element of a job. E.g. Skills , responsibilities etc. Establishes how the jobs compare to each other. Determine the pay for each job. Identifying these are very important in JE. Mostly jobs are compared using the same compensable factors. E.g. Decision making can be included in a managers job but not in a cleaners job.

    Techniques of Job Evaluation


    1. Ranking. 2. Job Classification. 3. Point Method. 4. Factor Comparison.

    Steps In Establishing Pay Rates


    Step 1 - Salary Survey. Step 2 - Job Evaluation. Step 3 -Group Similar Jobs into Pay Grades. Step 4 - Price Each Pay Grade-Wage Curves. Step 5 - Fine Tune Pay Rates.

    Thank You
    Celma Fernandes Rehaan Khan Aisha Kroning Qadir Aga

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