Job Evaluation: Definition, History, and Characteristics
Job evaluation is a systematic process used to determine the relative worth of a job in an organization. It is a process that assesses the relative worth of the various jobs within an organization. It involves analyzing each job, comparing its duties and responsibilities, and assigning a value or ranking to it. This value or ranking is based on the skills, qualifications, and knowledge required to perform the job. The purpose of job evaluation is to ensure fair and equitable pay and employment benefits.
History
Job evaluation has been used as a tool for determining the relative worth of jobs since the early 1900s. The concept of job evaluation originated in the United States in the early 20th century with the introduction of industrial engineering. Early job evaluations were based on the time and motion studies of Frederick Taylor. These studies focused on the efficiency of performing certain tasks and the most efficient way to use resources.
In the 1950s and 1960s, job evaluation techniques were refined and developed to become more comprehensive. In the 1970s, job evaluation systems were incorporated into employment legislation to promote equal pay and employment opportunities. This led to the development of job evaluation systems such as the Hay System and the Point-Factor System.
Characteristics
Job evaluation is a systematic process that includes the following characteristics:
• Objectivity: Job evaluation involves analyzing each job on the basis of objective criteria such as qualifications, skills, and knowledge required to perform the job.
• Uniformity: Job evaluation ensures that all jobs are evaluated in a consistent and fair manner.
• Equity: Job evaluation helps to ensure that employees in similar jobs are paid equitable wages for the work they do.
• Flexibility: Job evaluation allows for flexibility in the structure of job titles and pay grades.
• Cost-effectiveness: Job evaluation helps to ensure that the organization is making the best use of its resources by paying employees fair wages.
Conclusion
Job evaluation is a systematic process used to determine the relative worth of a job in an organization. It is a process that assesses the relative worth of the various jobs within an organization. It involves analyzing each job, comparing its duties and responsibilities, and assigning a value or ranking to it. This value or ranking is based on the skills, qualifications, and knowledge required to perform the job. The purpose of job evaluation is to ensure fair and equitable pay and employment benefits.
References
Budhwar, P. S., & Debrah, Y. A. (2001). Human resource management in developing countries. International journal of human resource management, 12(2), 249-269.
Harrington, A., & Kravaritis, J. (2017). Introduction to job evaluation. Human resource management review, 27(3), 221-231.
Kumar, A., & Singh, T. (2015). Job evaluation and its importance in human resource management. International Journal of Human Resource Studies, 5(2), 22-35.
Lam, M. (2020). Job Evaluation: Definition, History, and Characteristics. Retrieved from https://www.academia.edu/41002116/Job_Evaluation_Definition_History_and_Characteristics