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Job Evaluation: Cherlyn Ann M. Nablo, RPM HR Officer-In-Charge Ace Baypointe Hospital

The document discusses job evaluation, which is a systematic way to determine the value or worth of a job in relation to other jobs in an organization. It aims to establish a rational pay structure. There are several principles and methods discussed, including job analysis, determining compensable factors and their weights, internal pay equity, external pay equity, ranking, classification, factor comparison, and point methods. Guidelines emphasize rating the job and not the person, collecting accurate facts, and ensuring results are fair, rational and unbiased. Advantages include a reduced salary inequality, specialization, better employee selection and relationships, standardization, and relevance for new jobs.

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753 views

Job Evaluation: Cherlyn Ann M. Nablo, RPM HR Officer-In-Charge Ace Baypointe Hospital

The document discusses job evaluation, which is a systematic way to determine the value or worth of a job in relation to other jobs in an organization. It aims to establish a rational pay structure. There are several principles and methods discussed, including job analysis, determining compensable factors and their weights, internal pay equity, external pay equity, ranking, classification, factor comparison, and point methods. Guidelines emphasize rating the job and not the person, collecting accurate facts, and ensuring results are fair, rational and unbiased. Advantages include a reduced salary inequality, specialization, better employee selection and relationships, standardization, and relevance for new jobs.

Uploaded by

luzille anne alerta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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JOB EVALUATION

Cherlyn Ann M. Nablo, RPm


HR Officer-In-Charge
ACE Baypointe Hospital
JOB EVALUATION 01 Definition

02 Job Evaluation Vs. Performance Appraisal

03 Principles

04 Methods

05 Process

06 Guidelines
07 Advantages
Definition:
Systematic way of determining the value or
worth of a job in relation to other jobs in
organization

It tries to make a systematic comparison


between jobs to assess their relative worth for
the purpose of establishing a rational pay
structure.
Features of Job Evaluation
Tries to assess
Basis of Job jobs, not Standards of
Evaluation is people. J/E are relative,
Job Analysis not absolute

Carried on by Degree of
groups not Subjectivity is
individuals always present.
PRINCIPLES
01 Jobs must be clearly defined such that they are identifiable.
02 Elements of job selected for the job must be common to most of the jobs,
few in number and simple to identify and easy to understand.

Clean definition of elements and consistency of d


03 egrees of such elements, improve the accuracy of
job evaluation.

Secure willing co-operation and support of supervisors


04 on job evaluation. This is obtained by informing among
them and obtains this participation in the process.
PRINCIPLES
05 Secure co-operation and participation from
employees.

06 Minimize the number of wage rate


within each grade.

07 The elements selected for rating pur


poses should be easily explainable.
2 Stages:
 Internal Pay Equity
 External Pay Equity
Determining Internal Pay Equity

IPE involves comparing jobs within an


organization to ensure that the people in jobs
worth the most money are paid accordingly.
Step 1. Determining Compensable Job Factors

Level of Physical Training Working


Mental Educational
Responsibility And
Demands Demands Requirements Experience Conditions
Requirements
Step 2. Determining the Levels for Each Compensable
Factor

Once the compensable factors have been selected, the


next step is to determine the levels for each factor. For
a factor such as education, the levels are easy to
determine (e.g, high scool, associate’s degree,
bachelor’s degree). For factors such as responsibility, a
considerable amount of time and discussion may be
required to determine the levels.
Step 3. Determining the Factors Weights
Because some factors are more important than others, weights must be
assigned to each factor and to each level within a factor.
Determining External Pay Equity
With external equity, the worth of a job is
Determined by comparing the job to the external market
(other organizations). EPE is important if an
organization is to attract and retain employees. In other
words, it must be competitive with the compensation
plans of other organizations.
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1. Ranking Method
As per this method, jobs are arranged from highest to lowest,
in order of their values or merit to the organization.

Jobs can also be arranged according to the relative difficulty in


performing them.

Jobs are arranged in each department and then department


Ranking are combined to develop an organization ranking.
Ranking Method
RANKING JOB TITLE MONTHLY SALARY
ORDER
1 Chief Nurse Php 50,000.00
2 Assistant Chief Nurse 35,000.00
3 Nurse Supervisor 30,000.00
4 Head Nurse 25,000.00
5 Sr. Nurse 22,000.00
6 Staff Nurse 19,000.00
7 Midwife 16,000.00
8 Nursing Attendant 14,000.00
9 Orderly 12,000.00
10 Ward Clerk 10,500.00
2. Classification Method
As per this method, a predetermined group of jobs are assigned
To their classification.
3. Factor Comparison Method
Under this method, instead of ranking complete jobs, each job
Is ranked according to a series of factors. These factors
Include mental effort, physical effort, skill needed, responsibilty,
work conditions etc.
Pay will be assigned in this method by comparing the weights
of factors required for each job

Wages are assigned to the job in comparison to its ranking on


each job factor.
Keys Jobs Base Rate Mental Physical Skills Working Responsibility
Conditions

Electrician 60 13 (2) 12 (2) 5 (2) 12 (2) 18 (1)

Welder 50 10 (3) 19 (1) 5 (2) 4 (3) 12 (2)

Mechanist 80 25 (1) 5 (3) 23 (1) 24 (1) 3 (3)


4. Point Method
Jobs are expressed in terms of key factors.
Points are assigned to each factor after prioritizing each factor
in order of importance.

The points are summed up to determine the wage rate for the
job.

Jobs with similar point totals are placed in similar pay grades.
Guidelines on Conducting Job Evaluation
Rate the job-not the person or employee
on the job.

Strive to collect all the facts accurately

Look especially for distinguishing features


of jobs and relationship to other jobs.

Job Evaluation must be conducted


systematically, based on factual and
accurate information.

The result must be fair, rational and


unbiased to the individuals being affected
Reduction in inequalities in salary structure

01
02
Advantages Specialization

Helps in selection of employees

Harmonious relationship between employees and manager

Standardization

Relevance of new jobs


Thank you!

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