Page 76 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Unit 4: Job Analysis and Evaluation

Accurate: Under this, it is possible to evaluate more accurately the job descriptions since Notes
the analysis is based on job descriptions.

Acceptable wage-criteria: This also helps to create an effective wage rate. As grouping of
jobs into classification makes pay determination problems administratively easier to
handle.

New jobs adjustment and their ranking: If a new job is to be introduced in a company, it is
easy to associate it with a class or grade which is comparatively a less difficult task.

Suitability: It is most suitable to the government departments. It is rarely applied in the
industrial groups.

Disadvantages

This is also a subjective method. Since personal evaluations by executives establish the
major classes and decide into which grade each job shall be placed.

This system is not suitable for a large scale company. The jobs are classified by total
contents and by a factor that comprise them. Therefore it is difficult to compile any
comprehensive class specification for a large scale library with a number of complex jobs.

If in a concern detailed job analysis is not made, the judgement in respect of a total range
of jobs may lead to incorrect results/classification.

The existing wage and salary rates affect the grading of jobs. The raters justify the existing
salary ranges. If the job description justifies the lowering of the grade of a particular job,
it cannot be done because labour normally does not accept any adverse condition of
service.
Writing of a grade description is also a very difficult task. This system becomes more
difficult to operate if the number of jobs increases in a concern.

Self Assessment

Fill in the blanks:
7. The ……………… method is a combination of the ranking and point system.
8. ……………………. was the first to originate factor comparison method of job evaluation.

9. Job Evaluation System is most commonly found in the …………….. sector and heavily
unionized industries.

4.4 Job Evaluation Process

The process of job evaluation involves the following steps:

Gaining acceptance: Before undertaking job evaluation, top management must explain
the aims) and uses of the programme to the employees and unions. To elaborate the
programme further, oral presentations could be made. Letters, booklets could be used to
classify all relevant aspects of the job evaluation programme.
Creating job evaluation committee: It is not possible for a single person to evaluate all the
key jobs in a library. Usually a job evaluation committee consisting of experienced
employees, union representatives and HR experts is created to set the ball rolling.

Finding the jobs to be evaluated: Every job need not be evaluated. This may be too taxing
and costly. Certain key jobs in each department may be identified. While picking up the

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