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    Job Evaluation Point Method

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    chaselion
    The point method of job evaluation involves 8 steps: 1) select benchmark jobs, 2) choose compensable factors like skill, effort, responsibility, and working conditions, 3) define degrees within each factor, 4) determine the weight of each factor, 5) determine point values by setting a maximum and dividing factors into degrees, 6) verify factors and points by having a committee score sample jobs, 7) evaluate all jobs, and 8) adjust as needed. The method aims to systematically and objectively evaluate jobs to determine appropriate pay levels by minimizing prejudice. However, it is also time-consuming, expensive, difficult for workers to understand, and not suitable for all jobs.

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    Job Evaluation Point Method

    Uploaded by

    chaselion
    616 views10 pages
    The point method of job evaluation involves 8 steps: 1) select benchmark jobs, 2) choose compensable factors like skill, effort, responsibility, and working conditions, 3) define degrees within each factor, 4) determine the weight of each factor, 5) determine point values by setting a maximum and dividing factors into degrees, 6) verify factors and points by having a committee score sample jobs, 7) evaluate all jobs, and 8) adjust as needed. The method aims to systematically and objectively evaluate jobs to determine appropriate pay levels by minimizing prejudice. However, it is also time-consuming, expensive, difficult for workers to understand, and not suitable for all jobs.

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    Job Evaluation Point Method

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    The point method of job evaluation involves 8 steps: 1) select benchmark jobs, 2) choose compensable factors like skill, effort, responsibility, and working conditions, 3) define degrees within each factor, 4) determine the weight of each factor, 5) determine point values by setting a maximum and dividing factors into degrees, 6) verify factors and points by having a committee score sample jobs, 7) evaluate all jobs, and 8) adjust as needed. The method aims to systematically and objectively evaluate jobs to determine appropriate pay levels by minimizing prejudice. However, it is also time-consuming, expensive, difficult for workers to understand, and not suitable for all jobs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    616 views10 pages

    Job Evaluation Point Method

    Uploaded by

    chaselion
    The point method of job evaluation involves 8 steps: 1) select benchmark jobs, 2) choose compensable factors like skill, effort, responsibility, and working conditions, 3) define degrees within each factor, 4) determine the weight of each factor, 5) determine point values by setting a maximum and dividing factors into degrees, 6) verify factors and points by having a committee score sample jobs, 7) evaluate all jobs, and 8) adjust as needed. The method aims to systematically and objectively evaluate jobs to determine appropriate pay levels by minimizing prejudice. However, it is also time-consuming, expensive, difficult for workers to understand, and not suitable for all jobs.

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    POINT METHOD OF JOB EVALUATION

    Steps in Point Method


    1.

    2.
    3. 4. 5.

    6.
    7.

    Select Benchmark Jobs Choose Compensable Factors Define Factor Degrees Determine Weight of each Factor Determine Point Values Verify Factor Degrees and Point Values Evaluate All Jobs

    Steps in Point Method


    Select Benchmark Jobs Generic jobs with similar and agreed upon characteristics Relatively stable Represent entire range of jobs in company Generally accepted in the labor market for purposes of setting pay levels

    Steps in Point Method


    Choose Compensable Factors Universal factors:
    Skill Effort Responsibility Working Conditions

    Steps in Point Method


    Define Factor Degrees Provides levels within each factor or subfactor Best to define each level in job-specific terms Fewer degrees required if system only needs to cover a smaller range of jobs Determine Weight of each Factor

    Steps in Point Method


    Determine Point Values Set arbitrary maximum (1000 pts) Determine weighted maximum per factor
    If responsibility was weighted 10%, it can have maximum score of 100

    Divide factor maximum by number of degrees


    If 4 factors, 25 pts per degree

    Steps in Point Method


    Verify Factor Degrees and Point Values Committee members score random set of jobs Review scores to determine logical consistency and fairness Make sure points are consistent with business strategy of your firm Adjust as necessary

    Example

    Merits
    Merits - The points rating has several advantages. The

    major merits of the method are: 1. It is the most comprehensive and accurate method of job evaluation 2. Prejudice and human judgement are minimised. The method can not be manipulated. 3. Being the systematic method, workers of the organization favour this method. 4. The scales developed in this method can be used for long time. 5. Jobs can be easily placed in distinct categories

    Demerits
    Demerits - The points rating method also has some

    disadvantages. The major demerits of the method are: 1. It is both time-consuming and expensive method. 2. It is difficult to understand for an average worker. 3. A lot of clerical work is involved in recording rating scales. 4. it is not suitable for managerial jobs wherein the work content is not measurable in quantitative terms.

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