Page 156 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 9: Job Evaluation

Up to graduation 0-10 Notes
Beyond graduation 11-20
2. Training
Technical 0-30

Commercial 0-20
Apprenticeship (two points per year) 0-10
3. Previous Experience
Technical (4 points per year of experience) 0-40

Commercial (3 points per one year) 0-30
4. Nature of work (depending on the complexity of work)
Low, Medium and High 0-15
5. Dexterity (considering unusual speed, deftness,

close-coordination of eyes and muscles)
Low, Medium and High 0-10
6. Observation (depending upon the alertness)
Low, Medium and High 0-20

7. Executive ability (depending upon ability to secure cooperation)
Low, Medium, High, Very High 0-60
8. Analytical ability (depending upon obtaining and interpreting
relevant data)

Low, Medium, High, Very High) 0-40
9. Development (depending upon job requirements and facilities
offered by the organisation)
Low, Medium, High 0-30

Questions
1. Why did the trade unions accept the plan?
2. Why the line managers reject the plan?
3. What changes do you suggest that would make the plan acceptable to the line
managers also?

9.7 Summary

 Job evaluation is the systematic process of determining the relative worth of jobs in order
to establish which jobs should be paid more than others within the organisation. Job
evaluation helps to establish internal equity between various jobs.

 The four basic approaches to job evaluation are: the ranking method, the classification
method, the factor comparison method, and the point method.

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