Performance Management and Job Evaluation Essay

Performance Management and Job Evaluation - Essay Example (Ivancevich, 2006) There are a number of methods of job evaluation; such as Job Ranking, Job Classification, Point Method and Factor Comparison method. In this paper, the point method would be employed for the comparison of the given jobs. The said method is chosen because, this is a quantitative measure, and thus the elements of subjectivity are removed. This can be applied to a wide range of jobs. Moreover, this can be applied for the newly created jobs equally well. However, there are certain limitations in this method too, thus it is assumed that the pays are accurately assigned for each job and there were no biases while assigning the pay for each factor. (Armstrong and Barron, 2004) Following are the steps followed to determine the relative worth of the product, followed by respective rationales. In this method, a set of the factor are identified that should be compensated. These factors are broadly classified into following categories. There are some jobs where the experience is essential, such as those involving some unstructured or semi structured decision making. Higher the requirement of asset, high the productivity and thus there should be higher compensation for it. If the mental effort is required, it should be paid higher than the requirement f physical effort. ... The more non-routine abilities required, the grater should be the compensation. Responsibilities If the responsibilities are broader, such as the responsibility to supervise as well, it should be paid higher. Dominant Effort If the mental effort is required, it should be paid higher than the requirement f physical effort. It is so because; the mental effort requires more education and experience so as to be able to take semi-structured and unstructured decisions. Working Conditions If the working conditions are not conducive, the employee should be paid higher. The next step is to determine the various levels for each of the factors determined previously. The levels identified were A. Experience 1. no experience 2. less than 1 year 3. 1-2 years 4. more than 2 years B. Education 1. Graduate 2. Undergraduate 3. High School Pass 4. No education C. Ability required 1. expert 2. average 3. routine work D. Responsibilities 1. Individual 2. Supervisory E. Dominant Effort 1. Mental 2. Physical F. Working Conditions 1. Extreme 2. Mild 3. Conducive After this, the next step is to assign the rating to each factor on the basis of its worth, the rate assigned are as follows Factor Name Level: 1 2 3 4 Maximum Experience 1.2 2.5 3.8 5.0 5 Education 1.8 3.5 5.2 7.0 7 Ability Required 2.7 5.3 8.0 8 Responsibility 5.0 10.0 10 Efforts 3.5 7.0 7 Working Conditions 2.7 5.3 8.0 8 The above mentioned maximum rating to each factor is based on its perceived worth on the scale of 1 to 10. This may however be subjective, but that subjectivity would be effective on all jobs to be evaluated, rather than being biased to only one. The rating to all levels of a factor is determined by equally dividing the maximum rate for the factor among all the