Job Analysis & Job Evaluation
Job Analysis & Job Evaluation
Q.1- Discuss the concept Job Description and Job Specification.
Job Description:
• It is a written statement of what the job holder does, how it is done , under what
conditions it is done and why it is done
• It describes what the job is all about, throwing light on the job content, environment
and conditions of employment.
• It is descriptive in nature and defines the purpose and scope of a job.
Contents of Job Description
• Job title:- Tells about the job title, Code number and the department where its is done
• Job summary:- A brief write-up about what the job is all about
• Job activities:- description of tasks done, facilities used, extent of supervisory help
• Working conditions:- the physical environment of job in terms of heat, light, noise and
other hazards
• Social environment:- size of work group and interpersonal interactions required
Guidelines for writing job description
1. Should indicate the nature and scope of the job
2. Should be brief factual and precise.
3. Should be specific to work ,complexity, degree of skills required ,extent to which the
problems are standardized.
4. Extent of supervision should be clearly stated.
5. Should indicate reporting relationships.
The Concept of Job specification:
It summarizes the human characteristics needed for satisfactory job completion.
It is a written statement of the important attributes of a person in terms of education,
experience, skills, knowledge and abilities (SKA) to perform a particular job.
For each job description it is desirable to have a job specification
It is useful in selection process
Classification of personal attributes
Essential attributes-skills ability and knowledge that a person must possess
Desirable attributes –qualification a person ought to possess.
Contra indicators-attributes detrimental to job performance.
How is JS done?
It can be developed by talking with the current job holders
Opinions of the supervisors can also be used
Checking similar job in other organizations can also help
Q. 2 Explain various methods of Job Evaluation?
Job evaluation:
Job evaluation is a systematic way of determining the value /worth of a job in relation
to other jobs in an organization.
It tries to make a systematic comparison between jobs to assess their relative worth for
the purpose of establishing a rational pay structure.
Job evaluation begins with job analysis and ends at that point where the worth of a
job is ascertained for achieving pay-equity between jobs.
Features:
It tries to assess jobs ,not people.
Basic information on job evaluation is obtained from job analysis.
Carried out by groups not individuals
Degree of subjectivity is always present.
Does not fix pay scales, but it is merely a basis for evaluating a rational wage structure .
Job Evaluation Methods
1. Ranking method- Jobs are arranged from highest to lowest, in order of their value or
merit to the organization.
1. Jobs can also be listed according to their relative difficulty in performing them
2. Best suited for small organizations because rankings are difficult to be developed
in the large organizations
3. Jobs are usually ranked in each department and then the department rankings
are combined to develop an organizational behavior.
2. Classification method- a predetermined number of job groups or classes are established
and jobs are aligned to these classifications .
1. This method places groups of jobs in to job classes or job grades.
2. Separate classes may include office, clerical, managerial, personnel etc.
3.Factor comparison method-each job is ranked according to a series of factors which
include mental effort ,physical effort, skill needed, responsibility, working conditions etc.
Steps
1. Select the key jobs
2. Find the factors in terms of which the jobs are evaluated
3. Rank the selected jobs under each factor (by each and every member of the job
evaluation committee) independently
4. Assign money value to each factor and determine the wage rates for each key job
5. Wage is set proportionately to each factor
4.Point method:
Here jobs are expressed in terms of key factors and their sub factors.points are assigned to
each factor after prioritizing each factor in order of importance .the points are summed to
determine the wage rate for the job.
References:
1. ASWATHAPA, K. 2013. Human Resource Management. Tata McGraw Hill, 2013.
2. DESSLER, Gary. 2004. Human Resource Management. Prentice Hall,2004.
3. FRENCH, WENDELL. L. 2006. Human Resource Management. Houghton Mifflin,2006
4. SUBBA RAO, P. 2009. Personnel and Human Resource Management. Himalaya
Publishing House, 2009.
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