What is an attempt to assess the worth of each job relative to other jobs?

Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument. The points for each factor are summed to form a total point score for the job.

Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade.

The factors mentioned above can affect how a specific job is carried out and what value is attached to that job.

Advancements in technology could reduce the workload of your employees. It frees up time to direct other responsibilities, demanding a corresponding change in pay.

Increased tenure and responsibilities demand regular job evaluations to ensure employee satisfaction. If responsibilities and tenure continue, you’ve retained, and the person stayed for appreciable reasons.

In some cases, the entire organization goes through some restructuring. This can mean that some people are doing less than before while others are doing more work than before. All this calls for job evaluation to ensure that everyone gets what they deserve and that the company is also getting the most bang for its buck.

In some cases, employees may even request that their job be reassessed and that their pay grades be re-evaluated. For example, one of the reasons for a pay increase could be that the employee has taken on more duties. Another reason could be that they have been given more authority in that position and, thus, more responsibility.

Here are the 5  Best Job Evaluation Methods

1. Ranking Method

   This job evaluation method works by ranking jobs according to their perceived value compared to other jobs. It does not take into account the jobs’ market value. This method works for smaller organizations.

   Larger organizations, generally, have more positions and may require the jobs to be grouped. For example, this method could be applied if all level ‘A’ staff were grouped into one section and the same was done for level ‘B’ staff, irrespective of what their jobs require them to carry out.

2. Grading/Classification Method

   In this job evaluation method, jobs are grouped based on certain characteristics. The level of skill required to carry out the job is one aspect. The second aspect is an employee's responsibility while carrying out that job. This job evaluation method is relatively straightforward and does not take as much time to carry out as others on this list.

   The auditor creates a set of job characteristics. He then groups the jobs into grades or classifications. While this seems relatively straightforward, some of the jobs in an organization may not match the predetermined criteria.

3. Point-Factor Method

   This job evaluation method uses specific factors about the job to determine how much value they add to a job role. These factors are divided into different sectors, such as skills, responsibilities, and required effort.

   These factors are then assigned a numerical weightage. Finally, the overall factors or points for a specific job are added up and compared against other jobs to understand the value of the jobs.

   This method clarifies a job’s internal value without considering market value.

4. Factor Comparison Method

   This job evaluation method is similar to the point-factor method. However, instead of merely assigning a numerical weightage, a monetary value is assigned to each factor.

   Many organizations don’t employ this method as it can become very complex. It can also be challenging to communicate the job values assigned to employees as they tend to be subjective.

5. Competitive Market Analysis Method

   This job evaluation method relies on external information about a job’s value within an organization. This means that similar jobs in the market are considered, and the information could come via job postings. First, the job positions, roles, and duties involved are studied and compared to the job in question. Then the monetary value, in terms of compensation for those jobs, is researched, and the value of the specific position is determined.

   This particular job evaluation method also raises the question, “Where does our company position itself in the job market?”.

   Some companies within an industry may offer different remunerations for the same role, which means that deciding what your company offers as remuneration dictates where the job’s value stands. Using this method means that a company essentially measures itself against the competition and then decides where they stand.

Conclusion

Job evaluation methods help organizations understand each role’s requirements and what is involved in maintaining employee pay satisfaction. From the employee’s perspective, they are getting paid for what they are doing.

The goal is to balance job responsibilities and effort and compensatory value. If a company takes the effort to try and determine how much value an employee brings, and over time, increases an employee's pay based on an increase in their effort or skill, the employee is sure to appreciate it.

Such practice leads to employees feeling more recognized and rewarded for their effort, which, in turn, leads to more satisfied workers. Consequently, productivity is bound to rise.

While many of these job evaluation methods may be used, the goal is to make sure that the company and the employee are happy.

Can be used to assess the worth of each job relative to other jobs?

What is the term for the process used to determine the worth of a job?

What is the process that determines the relative value of one job in relation to another?

What is the relative worth of each job?