Job Evaluation Point Method
- 1. Presentation on: “ Use of Point Method in Job Evaluation” Presented to: Prof. Ratnaparkhi Presented by: Rajeev Gupta(PGM07060582)
- 2. Job evaluation is a process through which jobs are : Described Analyzed Weighted The outcome , a total score in points expresses the weight of a particular job in relation to others.
- 3. Job evaluation consists of the following elements : A clearly defined method Benchmark jobs Establish the relative worth or size of jobs. Plain easy to understand communication on the method. Ensure that the organization meets ethical and legal equal pay for work of equal value obligations
- 4. Analytical Method: Point Ranking Method Factor Comparison Method Non-Analytical Method: Ranking Method Job Grading Method
- 5. Points method is an analytical method of job evaluation which is based on breaking down jobs into factors or key elements. Methodology consists of following points: Factor selection(ex: skill , effort , responsibility ) Factor plan design Job Analysis Evaluating jobs Grading Jobs Review and Appeals
- 6. DEGREE Taking factor as Education or Trade knowledge 1 st degree (able to read and write , add and subtract). 2 nd degree(able to use arithmetic operations , drawings , can read vernier caliper ,scale etc.) 3 rd degree(a graduate in science etc. , work exp. ,advanced mathematics, complex drawings) Similarly 4 th and 5 th degree. GRADING Grading is done by adding the points of all the factors.
- 7. Factors 1 st Degree 2 nd Degree 3 rd Degree 4 th Degree 5 th Degree SKILL Education 15 30 45 60 75 Experience 20 40 60 80 100 Initiative and Ingenuity 15 30 45 60 75 EFFORT Physical demand 10 20 30 40 50 Mental or visual demand 5 10 15 20 25 RESPONSIBILITY Equipment or process 5 10 15 20 25 Material or product 5 10 15 20 25 Safety of others 5 10 15 20 25 Work of other job conditions 5 10 15 20 25 JOB CONDITIONS Working conditions 10 20 30 40 50 Unavoidable hazards 5 10 15 20 25
- 8. The job is split into a number of factors. The worth of each job is determined on the basis of its factors and not by considering the job as a whole. The procedure adopted is systematic and can easily be explained to the employees. The method is simple to understand and easy to administer.