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Edit Comment Close Premium member Presentation Transcript Job evaluation in ranking method : Job evaluation in ranking method PRASENTED BY:- SARITA PATEL Job evaluation : Job evaluation Job evaluation is the process of systematically determining a relative internal value of a job in an organization. In all cases the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. Types of job Evaluation Methods : Types of job Evaluation Methods Job Evaluation Methods Quantitative Non- Quantitative Points Rating Factors Ranking Job Classification Method Comparison Method and Grading Method Method 1. Simple Ranking 2. Ranking the Key Jobs 3. Paired Comparison 4. Single Factor Ranking Method Job Ranking : Job Ranking Job Ranking is the most simple form. Basically one just orders the jobs according to perceived seniority. This is easy to do in a small organization, but gets more and more difficult as different jobs exist within the company. The job ranking method is the simplest and easiest job evaluation method; jobs and the employees who perform those jobs are ranked from highest to lowest depending on their quality and value to the organization. Types of ranking method 1. Simple Ranking : Types of ranking method 1. Simple Ranking This is the simplest and administratively the most easy technique, The evaluator one job with other jobs on duties, responsibilities and demands made by the jobs on the job incumbent and the degree of importance of the job to the organization and ranks all the jobs from the most important to the least important. 2. Ranking the Key Jobs Ranking all the jobs at a stretch under simple ranking method is difficult. The evaluator, in order to minimize this problem has to identify the key job at the first stage, rank the key jobs at the second stage, identify and rank all other jobs at the third stage. 3. Paired Comparison : 3. Paired Comparison Another problem of ranking method is that each job can not be compared with all other jobs for the purpose of ranking. The method of Paired Comparison can be adopted to minimize this problem. This method is more comprehensive, logical and reliable compared to the simple ranking method. 4. Single Factor Ranking Method Another problem in ranking method is difficulty of operation of the method is ranking has to be done on the basis of a number of factors. In view of this, Goldenberg has suggested a single factor ranking scheme. The single factor considered is the discretionary contents present in each job related to other job. Advantages & Disadvantages : Advantages & Disadvantages Advantages Simplest and quickest. Most appropriate in small organizations. Useful as a first and basic step. Very effective when there are relatively few jobs to be evaluated (less than 30). Disadvantages Non comprehensive and systematic. Rank judgements are subjective. Cont. . . . : Cont. . . . Difficult to administer as the number of jobs increases. Job specification and job requirements are not considered in evaluation. Since there is no standard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization. How to Perform a Job Evaluation using the Ranking Method : How to Perform a Job Evaluation using the Ranking Method Job evaluation helps to determine a job's relative worth. There are different methods that can accomplish this. One method is the ranking method. According to Gary Dessler, founding professor of business at Florida International University and textbook author, "the simplest job evaluation method ranks each job relative to all other jobs, usually based on some overall factor like 'job difficulty' ". There are five steps in the job ranking method. Instructions : Instructions Step 1 Perform a job analysis. A job analysis determines in detail the specific duties and requirements of a given job. Perform a job analysis by using questionnaires and interviews. A draft of the employee's job analysis will be reviewed by the supervisor to determine accuracy, and from this information a job description is developed. The duties listed in the job description are typically the basis for ranking jobs. The job evaluation ranking method normally ranks jobs according to the whole job and not just on compensation factors. Slide 11: Step 2 Rank jobs by or in clusters. Ranking jobs in department or clusters aids in eliminating the need for direct comparison, meaning that jobs are not compared directly against one another. Step 3 Use compensable factors. In the ranking method, it is typical to use one compensation factor such as; level of job difficulty and to rank jobs on the whole job. Nevertheless, you can use as many compensation factors as you like. Slide 12: Step 4 Solicit the help of your raters. Once you have selected the compensation factor(s) you can now solicit the help of your raters. Give each rater a set of index cards listing each job description. The rater will then rank these jobs from lowest to highest. In some cases, managers might use an "alternation ranking method" to make the procedure more accurate. Take the cards, first choosing the highest and then the lowest, then the next highest and lowest, and so forth until you have ranked all of your jobs. Step 5:- Assign appropriate wage rate. Table:- Array of Jobs according to the Ranking Method : Table:- Array of Jobs according to the Ranking Method THANK YOU : THANK YOU You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.