Performance Management and Job Evaluation Essay

Performance Management and Job Evaluation - Essay Example(Ivancevich, 2006)There are a number of manners of job evaluation such as Job Ranking, Job Classification, Point Method and broker Comparison method. In this paper, the point method would be employed for the comparison of the given jobs. The said method is chosen because, this is a quantitative measure, and thus the elements of subjectivity are removed. This can be applied to a wide range of jobs. Moreover, this can be applied for the newly created jobs equally well. However, there are legitimate limitations in this method too, thus it is assumed that the pays are accu targetly assigned for each job and there were no biases while assigning the pay for each grammatical constituent. (Armstrong and Barron, 2004)Following are the steps followed to determine the coitus worth of the product, followed by respective rationales. In this method, a set of the factor are identified that should be compensated. These factors are broadl y classified into following categories.There are some jobs where the experience is essential, such as those involving some unstructured or semi structured decision making. Higher the requirement of asset, high the productivity and thus there should be high compensation for it.If the mental effort is required, it should be paid high than the requirement f physical effort. ... The more non-routine abilities required, the grater should be the compensation.ResponsibilitiesIf the responsibilities are broader, such as the responsibility to administrate as well, it should be paid higher.Dominant EffortIf the mental effort is required, it should be paid higher than the requirement f physical effort. It is so because the mental effort requires more education and experience so as to be able to take semi-structured and unstructured decisions.Working ConditionsIf the working conditions are not conducive, the employee should be paid higher.The next step is to determine the various levels for each of the factors determined previously. The levels identified wereA. Experience1. no experience2. less than 1 year3. 1-2 years4. more than 2 yearsB. Education1. alumnus2. Undergraduate3. High School Pass4. No educationC. Ability required1. expert2. honest3. routine workD. Responsibilities 1. Individual2. Supervisory E. Dominant Effort 1. Mental 2. Physical F. Working Conditions 1. uttermost(a)2. Mild3. ConduciveAfter this, the next step is to assign the rating to each factor on the basis of its worth, the rate assigned are as followsFactor NameLevel1234MaximumExperience 1.2 2.5 3.8 5.0 5Education 1.8 3.5 5.2 7.0 7Ability Required 2.7 5.3 8.0 8Responsibility 5.0 10.0 10Efforts 3.5 7.0 7Working Conditions 2.7 5.3 8.0 8The above mentioned maximum rating to each factor is based on its perceived worth on the scale of 1 to 10. This may however be subjective, but that subjectivity would be effective on all jobs to be evaluated, rather than being slanted to only one.The rating to al l levels of a factor is determined by equally dividing the maximum rate for the factor among all the