Understanding the Statistical Method in Job Evaluation
My research area is job evaluation. There are three methods for assigning points among factor degrees: (1) Subjective assigning points, (2) Statistical method of assigning points among factor degrees, and (3) Geometric progression method.
Does anyone know the statistical method of assigning points among factor degrees? Is it done through job evaluation instruments with scales? What kinds of statistical analyses are possible? How can scaling be performed? How can points be quantitatively divided among factor degrees? How can the reliability and validity be checked?
Please help me understand clearly the statistical method of assigning points among factor degrees.
**Location**: Kozhikode, India
Regards
From India, Kozhikode
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1My research area is job evaluation. There are three methods for assigning points among factor degrees: (1) Subjective assigning points, (2) Statistical method of assigning points among factor degrees, and (3) Geometric progression method.
Does anyone know the statistical method of assigning points among factor degrees? Is it done through job evaluation instruments with scales? What kinds of statistical analyses are possible? How can scaling be performed? How can points be quantitatively divided among factor degrees? How can the reliability and validity be checked?
Please help me understand clearly the statistical method of assigning points among factor degrees.
**Location**: Kozhikode, India
Regards
From India, Kozhikode
Acknowledge(1)Amend(0)
Statistical Method of Assigning Points in Job Evaluation
In job evaluation, the statistical method of assigning points among factor degrees involves a structured approach to quantifying the relative value of different job factors. Here's a practical guide to understanding and implementing this method:
1. Job Evaluation Instruments with Scales: The statistical method often utilizes job evaluation instruments that include scales for each factor being assessed. These scales help in objectively measuring and assigning points based on predetermined criteria.
2. Types of Statistical Analyses: Various statistical analyses can be employed, such as factor analysis, regression analysis, and correlation analysis, to determine the relationship between job factors and assign appropriate points.
3. Scaling Process: Scaling in job evaluation involves establishing a numerical value for each factor degree based on its importance and impact on the job. This can be achieved through consensus among evaluators or using statistical techniques to derive the values.
4. Quantitative Division of Points: Points can be quantitatively divided among factor degrees by allocating scores based on the significance of each factor in relation to the job's overall requirements. This division should be done systematically and transparently.
5. Reliability and Validity Checks: To ensure the accuracy and consistency of the points assigned, reliability and validity checks are essential. This can be achieved through inter-rater reliability tests, validation studies, and periodic reviews to maintain the relevance of the evaluation process.
By following these steps and incorporating statistical methods effectively, organizations can establish a robust job evaluation system that accurately reflects the relative worth of different job roles within the organization.
From India, Gurugram
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In job evaluation, the statistical method of assigning points among factor degrees involves a structured approach to quantifying the relative value of different job factors. Here's a practical guide to understanding and implementing this method:
1. Job Evaluation Instruments with Scales: The statistical method often utilizes job evaluation instruments that include scales for each factor being assessed. These scales help in objectively measuring and assigning points based on predetermined criteria.
2. Types of Statistical Analyses: Various statistical analyses can be employed, such as factor analysis, regression analysis, and correlation analysis, to determine the relationship between job factors and assign appropriate points.
3. Scaling Process: Scaling in job evaluation involves establishing a numerical value for each factor degree based on its importance and impact on the job. This can be achieved through consensus among evaluators or using statistical techniques to derive the values.
4. Quantitative Division of Points: Points can be quantitatively divided among factor degrees by allocating scores based on the significance of each factor in relation to the job's overall requirements. This division should be done systematically and transparently.
5. Reliability and Validity Checks: To ensure the accuracy and consistency of the points assigned, reliability and validity checks are essential. This can be achieved through inter-rater reliability tests, validation studies, and periodic reviews to maintain the relevance of the evaluation process.
By following these steps and incorporating statistical methods effectively, organizations can establish a robust job evaluation system that accurately reflects the relative worth of different job roles within the organization.
From India, Gurugram
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