Page 72 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Unit 4: Job Analysis and Evaluation

It is flexible as it has no upper limit on rating that a job may receive on a factor. Notes
The reliability and validity of the system are greater than the same statistical measures
obtained from group standardised job analysis plans.
The procedure of rating new jobs by comparing with other standards or key job is logical
and not too difficult to accomplish.
It utilizes few factors and thereby reduces the likelihood of overlapping.
It is a scheme that in corporate money value, determination of wage rates is automatic.

Disadvantages

This method is comparatively complicated to apply and it is difficult to explain to workers.

It is costly to install, and somewhat difficult to operate for anyone who is not acquainted
with the general nature of job-evaluation techniques.
The use of present wages for the key jobs may initially create errors into the plan. The
contents and the value of these jobs may change over a period of time and they will lead
to future errors.

It goes against the common belief that the procedure of evaluating jobs and fixing their
wages should be kept separate.
The use of five factors is a growth of the technique developed by its libraries. And using
the same five factors for all libraries and for all jobs in a library may not always be
appropriate.
It is a very expensive method/system of job evaluation because experts have to be appointed
particularly in selecting weights which are based in actual analysis.

Did u know? Factor Comparison is a set of compensable factors are identified as determining
the worth of jobs.

Point Rating Method

This is the most widely used method for job evaluation. It along with factor comparison method,
involves a more detailed, quantitative and analytical approach to the measurement of job worth.
This method is widely used currently. In this method jobs are expressed in terms of key factors.
Then various points are assigned to each factor in order of their importance. Then points are
summed up to determine the wage rate for the job. Jobs with similar point totals are placed in
similar pay grades. The point rating procedure has to clearly define from very start. By and
large, its steps fall into two distinct stages, namely preparing and evaluation plan and schedule
(by defining and weighting factors) and grading jobs by reference to this schedule. This involves
the following steps:
(i) Listing of Jobs: The jobs have to be determined first which are to be evaluated. They are
usually clustered. This should cover all the categories of jobs: skilled, unskilled,
semi-skilled, professional, executives, etc.
(ii) Selecting and defining factors: Identify the factors common to all the identified jobs such
as skill, effort, responsibility, job conditions etc. There should be sufficient number of
factors to evaluate all aspects of the jobs. The number of factors will depend upon the
nature of the jobs.

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