On a high level, the steps for this approach are as follows: Jobs are listed; Evaluation factors are defined; Scoring degrees on these factors are determined ; Per job, points are allocated for each factor; A wage structure is defined (����Jpl��}��ʿ�^Yu�[��W��� ��6�{�!jq�h�������ַ��v;)��5��s!h"@d^ǔ���B"w-�.��S�f����x:� Exit Formalities : When your employer is not ready to relieve you from your services! 2. When Does Job Evaluation and Classification Occur? 1. Presentation on: “ Use of Point Method in Job Evaluation” Presented to: Prof. Ratnaparkhi Presented by: Rajeev Gupta(PGM07060582) Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Job evaluation is a process of determining the relative worth of a job. Point Method. Moreover, this method is well-appreciated in speeding up the process of job evaluation. There are a number of ways to approach job evaluation, but there are four primary methods that all HR professionals should know. Factor comparison . Develop a measuring scale for each factor (Scaling the Factors) so that the extent to which each factor is present in a job can be quantified. How to build a team after all your employees leave? Under this system, the job raters simply rank one job against another without assigning point values. >j����/��wK%�6ŇBuC���(.�����z�,�u���u=뺘��eI�)A��-��lY�s,-��(7�Tz�#�(ׂ%w�,�g��ԑ��:H�ъrY\|�^�(� �g��^G� o�����+�f��)o��uФ:l�R텋JE:����N�TF�~�t���,�I;����rXJ�{:ܒY��fo��~��rG��Hm�����]Z_��>�U��9߯�b��PD����1O����W8�����U�V�zu9�6����D�V�x�Q����������1d��9"!���4L9��!��6���x �&n�׫���:� The job evaluation analyst begins by identifying compensable factors which are common across the... Assigning Points. Attrition : Is there any solution to it ? Do this for each factor. The first two are quantitative and the latter two are non-quantitative. Finally, fifth and highest degree would carry 204 points. Methods of Job Evaluation Job-evaluation methods are of two categories:- a) Analytical Methods Point Ranking Methods Factor Comparison Method b) Non-analytical Methods Ranking Method Job-grading Method Non-analytical Methods Ranking and job-classification methods come under this category because they make no use of detailed job factors. Job evaluation as a process is advantageous to a company in many ways: The four major methods of job evaluations are: job ranking, job classification, factor comparison and the point method. .26 … Each factor is classified according to the points awarded and the weight of their impact on the value of the job in the organisation. Next sum up the total percentage (in this case 100% + 85% + 60% = 245%). Now assign points to each factor as in Table. This method works by identifying key job factors and then assigning points based on importance. The ranking method is one of the simplest methods of job evaluation. Selecting key jobs across the company, arund 20-25 jobs. Point-factor based job evaluation is a quantitative form of job evaluation that uses defined factors and levels within them. Analyse and Prepare Job Description 2. Define factor degrees: Next define each of several degrees for each factor so that raters may judge the amount or degree of a factor existing in a job. Assigning an equivalent monetary value to each job parameter. There are five steps in developing a job evaluation system using point method that are: 1. THE POINT METHOD - JOB EVALUATION SYSTEM FIVE STEPS 1. Using the point factor method of job evaluation, jobs are placed in accordance to specific factors which include: hazards, knowledge, training, responsibility, and skills. Point method of job evaluation is widely used in business organisations. Determine critical factors — The points rating method includes the following job factors for allocation of points: Safety of other; Equipment of materials; Assisting trainees; Production or service quality. 1. THE STEPS There are 9 steps to do point method : 1. 51. Hay Group’s job evaluation approach,in fact,is the world’s The aim of factor comparison is to assign financial value to the relative parts of each job role. 0000004138 00000 n Point-factor method. – Thought Paper, Change in market dynamics of oil – RIL new refinery, The Five Pillars of the reorganization System, Alterations of Articles and Limitations Thereto. Write the job evaluation manual: Developing a point like this usually culminates in a point manual or job evaluation manual. ���\��Jhx�:\�:��Q?�M��f۴��'|n�7�n�x�k��G�1�w��pգ���E�A�uS���@��)fӗa�� �X���&�$�]&���uє���_b4�"��ׇ�Dzn&����^. 0000009140 00000 n Selecting a job evaluation method. What happens when HR makes you declare fake experience in writing. Chapter 8: Evaluating Jobs: The Point Method of Job Evaluation TRUE/FALSE 1. Advantages of Job Evaluation #1. 3. 0000010532 00000 n In this Job Evaluation method, jobs are arranged in descending order of significance by taking the help of job description and job specification. Point–Factor Method. Collect job Information: This means performing a job analysis and writing job descriptions and job specifications. 1. The human management and senior management team incorporates one the methods that is geared to managing the evaluation … So once you determine the degree to which each factor is present in the job, you need only add up the corresponding number of points for each factor and arrive at an overall point value for the job. The ranking is provided to the job on the basis of this comparison. This... 2. STEPS IN THE POINT METHOD STEP 1: SELECT THE JOB CLUSTER AND THE JOBS TO BE EVALUATED. The third degree would carry 123 points. 5. True Ofice Question 8 (1 Point) The Following List Gives Some Of The Steps In The Point System Method Of Job Evaluation. 0000003159 00000 n There are several job evaluation methods from which to select. Of all job evaluation methods, the point-factor method is probably the best known. In 1990, the job evaluation study of administrators in the Des Indicate that step. Then assign points to the other degrees for this factor, usually in equal amounts from the lowest to the highest degree. 3. %PDF-1.5 %���� It requires identifying several compensable factors (like skills and responsibility) each with several degrees and also the degree to which each of these factors is present in the job. This is the same as in other methods of job evaluation. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. These methods are discussed in the next section. 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