Job Analysis and Job Evaluation
Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job. An important aspect of job analysis is that the analysis is conducted of the job, and not of the person. The process of job analysis results in two sets of data:
- Designing new organization and roles/jobs
- Changing the organizational design or roles
- Aligning roles and pay to organizational changes
- Designing an effective organization
- Defining interdependencies among different jobs
- Clarifying accountabilities of jobs
- Managing succession in organization
- Reviewing the existing pay structure
- Auditing legal compliance of pay policies
- Implementing benchmark pay structures
- Setting value-based pay policies
- Identifying concerned job.
- Selecting/appointing a team or an individual to conduct project.
- Defining main outcomes required.
- Identifying main participants in the work process, including the ones in the job/role as well as reporting authorities.
- Prepare a list of the participants, by name and position, in work analysis chart.
- Keep track of work process, documents and other related information present with participants.
- Information can also be gathered from previous job analysis and evaluation reports.
- When job/role is new in organization, then information for the same may be obtained from other similar organizations having such job/role, and by understanding the reasons for creating that job/role from the concerned authority in the organization.
- Analyze the collected information.
- Make proposals regarding the new or changed job, role or pay structure.
- Observing the employee.
- Carrying out individual/group interviews.
- Having brainstorming sessions between groups of employees.
- Performing desk audit by carefully examining documents used and tasks executed by employee.
- Using questionnaires.
- Asking employees to jot down all their tasks and duties as and when they perform them.
- Interviewing employees for any critical incidents that may have occurred.
- Keeping a video recording of employee on duty.
- Reviewing all the necessary documents present in organization.
- Referring to previous job analysis and evaluations done in organization.
- Points rating - Different levels are accorded to the various elements of jobs and then the points allocated to different levels are totaled to get point score of the jobs which forms the basis of pay structure.
- Factor comparison - A comparison of various independent factors of jobs is done and points are given to each factor rank of individual job. These points are then totaled to rank the jobs.
- Job ranking - Job is not broken into factors or elements, rather it is evaluated as a whole and is compared with other jobs to be ranked accordingly.
- Paired comparison - Jobs are compared with each other and allocated points depending on being greater, lesser or equal. These points are added to create rank order of jobs.
Related Articles
- Issues in Job Design
- Factors affecting Job Design
- Job Redesign
- Job Evaluation & its Principles
- Job Classification
Authorship/Referencing - About the Author(s)
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Job Analysis & Design
- Job Analysis - Introduction
- Purpose of Job Analysis
- Job Analysis Process
- What to Collect during Job Analysis
- Job Analysis Methods
- Job Analysis Tools
- Job Analysis Problems
- Advantages and Disadvantages
- Job Analysis and Hiring Practices
- Job Analysis and Strategic HRM
- Job Analysis and TQM
- Job Description & Specification
- Purpose of Job Description
- Job Design
- Approaches to Job Design
- Issues in Job Design
- Factors affecting Job Design
- Job Redesign
- Job Analysis and Job Evaluation
- Job Evaluation & its Principles
- Job Classification
- Job Rotation
- Benefits of Job Rotation
- Tips for Successful Job Rotation
- Planning and Implementing Successful Job Rotation
- Disadvantages of Job Rotation
- Job Enrichment
- Job Enlargement
- Importance of Job Rotation, Enrichment and Enlargement in Career Growth
- How Smart Job Rotation Policies Can Enhance Organizational and Employee Effectiveness
