Job evaluation can be quite an invasive process, particularly if the analysis runs deeply, which means HR must consider and mitigate the effect on employees.

It attempts to make a methodical comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

It involves a systematic study and analysis of job duties and requirements.

Each JD focuses first and foremost on the requirements of the job, as well as listing any unusual and unavoidable working conditions which are inherent to the job.
Job Evaluation Process. Job Evaluation Process in HRM starts from gaining the acceptance of the Employees and ends with the Installing and reviewing the Job Evaluation method. Job Evaluation Meaning. Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid.

Job evaluation is a process of determining the relative worth of a job. The evaluation is based on a number of compensable factors. Job evaluation is the systematic process for assessing the relative worth of jobs within an organization.

Job evaluation is different from job analysis. 2.1 Any job evaluation scheme is a set of rules (factors; factor definitions; factor level definitions; scoring and weighting) according to which jobs are assessed and measured by the evaluation panel or committee. Employees are welcome to appeal against plans put into place as a result of a job evaluation. Before going to the Process of Job Evaluation, firstly let’s know its meaning. Job Evaluation and Position Classification Procedures The following information is provided to assist managers with understanding the processes for job evaluation as it relates to determining position classification and staff wage grade.

The Job evaluation program is a process involving a few steps. Job evaluation is different from job analysis. Especially in larger organizations, job evaluation and classification is a moving target.
The manager and the employee identify the changes to the role profile, duties and responsibilities attaching it to the completed Job Evaluation Review Form (JERF) summarizing the changes to the role, position outcomes and the required competencies. The job evaluation process involves multiple steps with the employee, supervisor/manager and HR representative(s) each playing an active role. The employee reviews the duties and functions of their position. Adopting new technology, employees taking on additional responsibilities, downsizing and layoffs, new programs, new procedures, increased authority, and team leader or supervisory responsibilities can cause the job classification of an employee to change.



The job classification method uses job classes or groups to provide more customization in the evaluation. Finding the jobs that need to be evaluated: Among all the jobs, the evaluator finds out the number of jobs that are needed to be evaluated. A good relationship with unions and employees is important. The job classification method uses job classes or groups to provide more customization in the evaluation. These are listed below; Gaining acceptance; Creating a job evaluation committee; Finding the jobs to be evaluated ; Analyzing and preparing a job description; Selecting the method of evaluation; Classifying jobs.

Job evaluation is the process to assess the relative value of a job in an organisation by comparing it with other jobs within the organisation and with job market outside.

The easiest way to understand the job classification method is to look at positions in the federal government where classification and pay is based on the grade of the job.