Hrm job evaluation
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human resource and management
Hrm job evaluation
- 1. JOB EVALUATION Meaning: • Job evaluation is a systematic technique which aims at determining the worth of a job. It is a objective evaluation for ascertaining the value of each job for fixing their remuneration. It rates the job not the man. • It considers the demands of the job in terms of efforts and abilities but does not take into account individual abilities and efforts. • Once the worth of the job is determined, it becomes easier to fix the wage structure that will be fair and remunerative.
- 2. Definition: Acc. to Kimball and Kimball “Job evaluation is an effort to determine the relative value of every job in a plant to determine what the fair basic wage for such a job should be.” Acc. to Edwin B. Flippo, “Job evaluation is a systematic and orderly process of determining the worth of the job, in relation to other jobs”
- 3. Objectives of job evaluation: 1.To know the worth of each job of the organization. 2.To determine upon a standard procedure for determining the relative worth of each job in the plant. 3.To determine fair and equitable wage structure in the plant, industry and place. 4.To ensure that equal wages are paid to persons with equal qualifications. 5.To ensure at most job satisfaction to all employees 6. To provide a fair change for all employees for advancement. 7.To provide information for devising good methods of recruitment, selection and training.
Editor's Notes
- #3: Definition Acc. to Kimball and Kimball “Job evaluation is an effort to determine the relative value of every job in a plant to determine what the fair basic wage for such a job should be” Objectives of job evaluation To know the worth of each job of the organisation. To determine upon a standard procedure for determining the relative worth of each job in the plant. To determine fair and equitable wage structure in the plant, industry and place To ensure that equal wages are paid to persons with equal qualifications. To ensure atmost job satisfation to all employees. To provide a sound basis for consideration of wage rates for similar jobs in industry and community. To provide a fair change for all employees for advancement. To provide information for devising good methods of recruitment, selection and training To help in introducing standardisation in wage differentials.