Process of Job Evaluation

The procedure of job evaluation involves the following steps:

A.    Gaining acceptance: Before undertaking job evaluation, top management ought to explain the aims and utilize of the programme to the workers and unions. To elaborate the programme furthermore, oral presentations could be made. Booklets, letters could be utilized to classify all related aspects of the job evaluation programme.

B.     Creating job evaluation committee: It is not achievable for a single person to evaluate every key job in an organisation. A job usually evaluation committee consisting of union representatives, experienced employees, and HR experts is formed to set the ball rolling.

C.     Finding the jobs to be evaluated: Every job require not be evaluated. It may be too taxing and costly. Definite key jobs in each of the department may be identified. When picking up the jobs, care ought to be taken to ensure that they represent the kinds of work performed in that department.

D.    Analysing and preparing job description: it requires the preparation of a job explanation and also an analysis of job requirement for successful performance.

E.     Deciding the method of evaluation: The most vital method of evaluating the jobs ought to be recognized now, keeping the job factors and organisational demands in mind.

F.      Classifying jobs: The associated worth of various jobs in an organisation might be found out after arranging jobs in order of significance using criteria like as, experience needed, skill requirements , sort of responsibilities to be shouldered, degree of supervision needed, the amount of stress caused by the job, under which conditions job is performed, etc. Weights may be assigned to each of such factor. When finally we add all the weights, the value of a job is determined. Then the points may be converted into monetary values.

G.    Installing the programme: Once the evaluation procedure is over & a plan of action is ready, management ought to explain it to workers and put it into operation.

H.     Reviewing periodically: In the light of alteration in environmental conditions (products, technology services, etc.) jobs have to be examined closely. For instance, the traditional clerical functions have undergone a quick change in sectors as insurance, banking and railways, after computerisation. New job descriptions have to be written & the skill needs of new jobs have to be duly incorporated in the evaluation procedure. Or else, workers may feel that all the relevant job factors depend on which their pay has been determined - have not been evaluated correctly.