The job evaluation assesses each job by examining three main elements of job content which are common to all jobs to one extent or another:
1. Know How – the levels of knowledge, skill and experience (gained through job experience, education and training) which are required to perform the job successfully
2. Problem Solving – the complexity of thinking required to perform the job when applying Know How
3. Accountability – the impact the job has on the organisation and the constraints the job holder has on acting independently
The aim of job evaluation is to provide a systematic and consistent approach to defining the relative worth of jobs within a workplace, single plant or multiple site organisation. It is a process whereby jobs are placed in a rank order according to overall demands placed upon the job holder. It therefore provides a basis for a fair and orderly grading structure.
JOB EVALUATION HELPS TO DETERMINE THE REWARD RANGE.
IT ALSO PROVIDES OTHER KEY POINTS
* It can be beneficial when the existing grading structure is in need of review
* It can help establish or maintain the credibility and acceptability of a grading system
* Job evaluation facilitates the accommodation of new or revised jobs into the grading structure
* It can be used by organisations as a basis for job matching and external pay comparisons
Job evaluation helps many other aspects in the organization, but reward management
is the major areas.
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regards
LEO LINGHAM