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Advantages of Job EvaluationAdvantages of Job Evaluation The system of job evaluation is a powerful tool in the hands of management in managing manpower. It claims the following points to its credit. 1. Sound Wage PolicyJob evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. Therefore, any wage policy based on a scientific job evaluation is bound to be systematic and sound. 2. Settlement of Wage DisputesThe chances for disputes and grievances regarding the individual rates of wages are very rare. Even if there arises any disputes, it can be conveniently settled by referring to the job evaluation machinery. 3. Better Control over Labour CostsJob evaluation enables the management to exercise effective control over the labour costs, because they can give appropriate pays for the each job. 4. Building up of Employee MoraleSince this system aims to reward employees’ suitability, it will help to build up employee morale and bring job satisfaction. 5. Proper Placement of PersonnelIt helps in selecting the right man for the right job. Besides, this system facilitates to form a logical basis for designing training programmes for the worker. 6. Elimination of Personal BiasThe evils of personal bias, favoritism, and arbitrary judgement on the part of the management in fixing wage differential etc. are avoided, because wage rates are set by experts other than the management and that too after a careful job evaluation programme. 7. Reliable in AllThis system provides well-defined methods for measuring various jobs. Besides, it also helps to justify the existence of different scales for different jobs. For these reasons, it is accepted by both workers and the management without any hesitation. Disadvantages of Job EvaluationDisadvantages of Job Evaluation In spite of the various advantages cited above, it will not be wise for management to place too much reliance on it. There are several limitations to this technique. The important demerits of this system are as follows: 1. Lack of Complete AccuracyThe accuracy claimed by it is not in fact accurate. The system considers the key factors independent of others which is not so in reality. Consequently, the weights assigned to the factors are also less accurate. This is particularly so if the factors are of highly technical in nature. 2. Unrealistic AssumptionsJob evaluation is based on the assumption that wage rates can be related to the work of a given job. It completely ignores the fact that conditions in the labour market exercise greater influence in the determination of wage rates. 3. Formation of the CommitteeThe formation of the job evaluation committee itself creates a serious problem. Only persons who are capable of evaluating the jobs should be appointed as committee members. Besides, there is also difference of opinion regarding the number of members. Authorities suggest 5 to 20 members. All these factors make the installation of a job evaluation programme more costly. 4. Selection of a Suitable MethodThe selection of a suitable method also posses a serious problem to the management. There are four methods and each method has its own merits and demerits. 5. Number of FactorsThere is no clear-cut opinion amongst the scholars as to how many factors should be used and what weightage should be assigned to each factor. In many cases, 100 factors are used. This multiplicity of factors creates confusion and so precise results cannot be obtained. 6. Equal Pay for Equal JobThis system presumes that job of equal content will be equally attractive to the employees. But this presumption is unreal. 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. Under such circumstances, the business firm has to pay more wages for the former job so as to make it more attractive. 7. Unsuitable for Small ConcernsInstalling and operating a job evaluation programme requires much time and money. Hence, it is very difficult to introduce it in smaller concerns. ConclusionIn conclusion, it may be remarked that job evaluation consisting of only a few factors can give good results and hence a shortened system is more reliable. However, job values must be constantly watched. Similarly, the job requirements may also change in course of time. Unless the job values and contents are rechecked so as to include the changes, they will not represent the true position. It is also highly necessary to adjust the job rating to changed situation and so it can be kept up-to-date at all times. Thus, job evaluation system, in spite of the limitations, can produce reliable results. What is the major disadvantage of the factor comparison system of job evaluation?The disadvantages of factor comparison: - someone has to make a decision on evaluating the relative worth of each factor, - cost, - it's time consuming. Which of the following is a disadvantage of the job classification method of job evaluation?A disadvantage of job classification is that data pools are small because they only apply to the company that created them. This means whenever companies create a new job, the only thing you have to compare it to is the other jobs that already exist within the company. What is the disadvantage of job evaluation?The demerits of job evaluation are as under: Moreover, all job factors can't be measured accurately. Thus, job evaluation lacks scientific precision. (ii) The wages fixed for a job on the basis of job evaluation might not retain workers who can make much money elsewhere because of law of demand and supply. What are the advantages of Factor comparison method?(1) It is a systematic, quantifiable method for which instructions are available. (2) Jobs are compared to other jobs to determine a relative value. (3) It is a fairly easy system lo explain to employees. (4) There are no limits to the value which may be assigned to each factor. What are the disadvantages of job evaluation?Disadvantages of Job Evaluation. Lack of Complete Accuracy. The accuracy claimed by it is not in fact accurate. ... . Unrealistic Assumptions. ... . Formation of the Committee. ... . Selection of a Suitable Method. ... . Number of Factors. ... . Equal Pay for Equal Job. ... . Unsuitable for Small Concerns.. What is job evaluation and its advantages and disadvantages?It essentially a job rating process, not unlike the rating of employees.” Job evaluation refers to comparing different jobs across work related factors such as skill, competence, knowledge, responsibility, working environment etc. to determine the relative worth of each job and its placement in a hierarchy of ...
What is the classification method of job evaluation?In the job classification method, the evaluator writes descriptions of each class of jobs and then puts them into the grade that best matches the class description. Because this process is subjective, with a wide variety of jobs and general job descriptions, positions could fall within more than one grade level.
What is the major disadvantage of the factor comparison system of job evaluation?The disadvantages of factor comparison: - someone has to make a decision on evaluating the relative worth of each factor, - cost, - it's time consuming.
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