Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. It is the technique of analysis and assessment of jobs to determine their relative value within the firm so that a fair wage and salary structure can be established for various jobs. The main objective of job-evaluation is to have external and internal consistency in wages structure.
Principles of Job Evaluation:
The principles of job evaluation are as follows:
(a) Jobs must be clearly defined such that they are identifiable and easily distinguishable. These jobs must then be part of the job description. Job evaluation must attempt to rate the job and not the man.
(b) Elements of job selected for the job must be common to most of the jobs, few in number and simple to identify and easy to understand.
(c) Clean definition of elements and consistency of degrees of such elements, improve the accuracy of job evaluation.
(d) Secure willing co-operation and support of supervisors on job evaluation. This is obtained by selling this idea among them and obtains this participation in the process.
(e) Secure co-operation and participation from employees.
(f) Minimize the number of wage rate within each grade.
(g) The elements selected for rating purposes should be easily explainable in terms and as few in number as will cover the necessary requisites for every job without any overlapping.
(h) Too many occupational wages should not be established. It would be unwise to adopt an occupational wage for each total of point values.
A job evaluation clarifies for the employee the execution and evaluation of job tasks. When you apply proper job appraisal techniques, you maintain and build upon the principles upon which a job evaluation is founded.