Introduction of Job analysis consists of job responsibilities, information, expertise, capabilities and personal traits and all this lead to success, for the workers. Job evaluation provides greater value to the complex job demanding higher skills, qualification and expertise and lower value to routine, demanding lower skills and qualification. For instance, a job offers little or no prospects for a rise or promotion; while another job rated similar to it, has better prospects for the workers; the latter will attract more than the former. This technique first time was developed by department of labor, United States of America. By the process of Job Evaluation during the recruitment of the employees, the company can filter the best out of the crowd, which will increase the efficiency of the company. Employees return questionnaire form after filling up at their ease. Structured questionnaires cannot easily do this.
Unsuitable for Small Concerns Installing and operating a job evaluation programme requires much time and money. The various methods of Job Analysis are: 1. Moreover it helps to determine the post of the workers according to the work given to them which become a morale booster for the workers. The questions and responses - with summaries enable the interview to be controlled. For our purpose, job evaluation is the systematic process of comparing each job to establish their worth. Need immense amounts of hard work and dedication: The methods for job analysis require immense dedication and hard work for the proper completion of the analysis.
If the manager likes one worker more than the other his personal opinions will influence the job analysis and it will not be a genuine analysis. Job description includes job title, job summary, job location, job characteristics duties, etc. This is often done on the idea of responsibilities and hazards concerned during a job. Hence one can never standardize the mental ability requirements in any given job. The process involves lots of human efforts. Thus, job evaluation system, in spite of the limitations, can produce reliable results.
The basis of comparison of each job can be responsibility, authority, skills, efforts, coordination, qualification, experience and contribution to overall organizational performance. It becomes all the more difficult and complex since all the different jobs has different demands and requirements in no single outline. It becomes all the more difficult and complex since all the different jobs has different demands and requirements in no single outline. In many cases, 100 factors are used. . There are four methods and each method has its own merits and demerits. Job description includes job title, job summary, job location, job characteristics duties, etc.
Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job analysis helps managers in determining the appropriate compensation package and benefits and allowances for a particular job. Hence the process of selection becomes much easier after job analysis. Job analysis provides the basic quality or the standard of the job to be done. Some of the Workers Union opposes the Job Evaluation process as it defines and f ixes the wages of the workers which is not acceptable by the union. This is done on the basis of responsibilities and hazards involved in a job. Job Description: The Job Description term self defines that it is the process where all the description of the working of the company is provided to the employee.
All this information and decisions are taken by job analysis. Job analysis thus, is the systematic process of collecting information regarding the tasks to be accomplished and minimum qualification required in employees to accomplish the assigned task. Sound Wage Policy Job evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. So, the information will be more reliable and accurate. Job related information are the basis of effectiveness of the job analysis. The conversation takes on a structure with areas being considered, explored, related to each other and revisited to secure the depth of information required in job analysis. For gaining the benefits, management and employees should, therefore, very caution.
Supervision and analysis is done on the and the relationship with customers. The basic notion of job analysis is that the evaluations and judgments are done depending on the job and not on the person. These reasons vary for every company and also it can be implied for the betterment and growth of the company. However, each method has human interventions additionally suffers from some limitations but, job analysis may make it easy. Job evaluation is essential in deciding who are responsible and dedicated workers, and also award incentives and promotions to the dedicated employees to encourage them further.
Therefore, employe understanding and validity towards the job analysis can be enhanced. This job evaluation process is very time consuming at times when you are hiring the workers and the number of candidates are more than expected. Besides, this system facilitates to form a logical basis for designing. Reasons for Job Evaluation: 1. This is the foundation for compensation and reward management so that external and internal consistency can be maintained. There are following four most popular methods of job analysis under job focused techniques: Functional job analysis method describes the nature of jobs in terms of people, data and the things.
Tiresome and lengthy: The drawback which discourages most people from doing a job analysis is the lengthy procedure and unnecessary time-consumption and time-wastage during the interviews or observations. After determining the representative positions for job analysis, various information related to that job like features of the job, activities related with job, task and responsibilities, qualifications, skills and experience require to accomplish the job, expected employee behavior, traits and qualities, etc. The Job Evaluation system has become the main tool for management in the Governmental Organizations, as these organizations needs a perfect and systematic management so the Job Evaluation Process serves the best to determine the wages, post, work and duration for the government employees. So, one of the major purpose of job analysis is to prepare job description. So far we have been through all the advantages and disadvantages, importance, factors of job evaluation but as everything has some of the limitations, we will discuss some of the limitation of the Job Evaluation process. Job description is the profile of the job requirement.
There are several limitations to this technique. Notes need to be taken without loss of good eye contact. It helps to find the right man at right job. Also Learned or More info in here,! In other words, relying solely on the incumbent's description of their job may not withstand scrutiny in a court of law. Information collection consists of following steps: Also read: Before identifying the information required for job analysis, analyst should be clear about the purpose of job analysis. Job specification Here job description is nothing but the complete content description of the job role, whereas the job specification states the basic qualification and skills required by the candidate to get the job.