Page 69 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Library Administration and Management

Notes experience, education required. A set of questions is framed against each factor and the response
determines the score. Each factor is allotted a certain weight.

4.2.1 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 library 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 judgement and is not scientific but can however be used to
make objective judgements if used correctly.
With libraries changing continuously in every sphere of operations, be it the way they conduct
their business, the way they hire and manage people, there is a huge change in the processes that
drive this change. Job evaluation and its technique are not immune to it. The techniques are
changing very fast. There are libraries still that stick to existing schemes of job evaluation.
Evaluations based upon old existent standards are time consuming in many cases. Libraries do
not want to spend time on writing new jobs and making evaluations afresh. Those that do this
may need to rethink.

4.2.2 Advantages of Job Evaluation

Job Evaluation is a process which is helpful even for framing compensation plans by the personnel
manager. Job evaluation as a process is advantageous to a company in many ways:

Reduction in inequalities in salary structure: It is found that people and their motivation
are dependent upon how well they are being paid. Therefore the main objective of job
evaluation is to have external and internal consistency in salary structure so that inequalities
in salaries are reduced.
Specialization: Because of division of labour and thereby specialization, a large number
of enterprises have got hundred jobs and many employees to perform them. Therefore, an
attempt should be made to define a job and thereby fix salaries for it. This is possible only
through job evaluation.
Helps in selection of employees: The job evaluation information can be helpful at the time
of selection of candidates. The factors that are determined for job evaluation can be taken
into account while selecting the employees.

Harmonious relationship between employees and manager: Through job evaluation,
harmonious and congenial relations can be maintained between employees and
management, so that all kinds of salaries controversies can be minimized.
Standardization: The process of determining the salary differentials for different jobs
become standardized through job evaluation. This helps in bringing uniformity into
salary structure.

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