Job evaluation is not scientific – it cannot be since there is no way of scientifically measuring jobs. It is therefore a process of judgment. The ‘correctness’ of the results it provides can only be assessed in terms of their acceptability to the vast majority of people to whom they apply.
The key to such success lies in guiding the judgment made about jobs within a process which is systematic and minimizes the subjectivity of the results, ensuring they are as objectives and justifiable as possible. To do this there are certain requirements which must be met :
1. An understanding of the job must be achieved.
2. Judgments must be made about the size of each job.
3. Common criteria are needed to assess the job content.
4. A common scale of measurement is required against which to make judgments.
5. Cross-checks are needed to ensure that the judgments are sound.
The key to such success lies in guiding the judgment made about jobs within a process which is systematic and minimizes the subjectivity of the results, ensuring they are as objectives and justifiable as possible. To do this there are certain requirements which must be met :
1. An understanding of the job must be achieved.
2. Judgments must be made about the size of each job.
3. Common criteria are needed to assess the job content.
4. A common scale of measurement is required against which to make judgments.
5. Cross-checks are needed to ensure that the judgments are sound.
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