Job evaluation is the process of methodically establishing a structure of jobs within an organisation based on a systematic consideration of job content and requirements. The purpose of the job structure or hierarchy is to provide a basis for the pay structure. The job structure, as seen in previous lessons, is only one of the determinants of the wage structure. But it is an important one often used.
Definition of Job Evaluation
Below are given some important definitions of job evaluation: The I.L.O. defines job evaluation as “an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned.”
The Bureau of Labour Statistics, U.S.A., says that “job evaluation is the evaluation or rating of jobs to determine. their position in the job hierarchy. The evaluation may be achieved through the assignment of points or the use of some other systematic method for essential job requirements, such as skills, experience and responsibility.”
In the words of the Netherlands Committee of Experts on Job Evaluation, “job evaluation is a method which helps to establish a justified rank order of jobs as a whole Being a foundation for the setting of wages. Job evaluation is the only one of the starting r establishing the relative differentiation of base wage rates.”
Kimball and Kimball define job evaluation as “an effort to determine the relative every job in a plant to determine what the far basic wage for such a job should be.
According to Wendell French, “job evaluation is a process of determining the worth of the various jobs within the organisation, so that differential wages may to jobs of different worth.” The relative worth of a job means value produced factors as responsibilities skill, effort and working conditions.
We may define job evaluation as. a process of analyzing and describing positions, g them and determining their relative value by comparing the duties of different s in terms of their different responsibilities and other requirements.
It is the quantitative measurement of relative job worth for the purpose of establishing Consistent wage rate differentials by objective means. It measures the differences between job difference between job requirements, the objective being the setting of pay for wage administration purposes. It does not set the price of a job; it merely fixes its relative worth.
It presents an effort to determine the relative value of every job in a plant, and to determine what the fair wage for such a job should be. It is not evaluating the merit of the worker who is the work. It rates the job and not the qualities of the individual worker on the which is the task of employee rating.