Performance Management and Job Evaluation Essay

Performance Management and Job Evaluation - Essay Example(Ivancevich, 2006) in that location are a number of methods of job evaluation such as Job Ranking, Job Classification, Point Method and Factor Comparison method. In this paper, the intend 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 certain limitations in this method too, thus it is assumed that the pays are accurately assign for each job and there were no biases while assigning the pay for each factor. (Armstrong and Barron, 2004)Following are the step followed to determine the relative worth of the product, followed by respective rationales. In this method, a set of the factor are identify that should be compensated. These factors are broadly classify int o following categories.There are some jobs where the experience is essential, such as those involving some unstructured or semi structured decision making. Higher the demand of asset, high the productivity and thus there should be higher compensation for it.If the mental effort is required, it should be paid higher than the requirement f material effort. ... The more non-routine abilities required, the grater should be the compensation.ResponsibilitiesIf the responsibilities are broader, such as the responsibility to supervise 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 satisfactory 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 f actors determined previously. The levels identified wereA. Experience1. no experience2. less than 1 year3. 1-2 years4. more than 2 yearsB. Education1. Graduate2. Undergraduate3. High rail Pass4. No educationC. ability required1. expert2. average3. routine workD. Responsibilities 1. Individual2. Supervisory E. Dominant Effort 1. Mental 2. physiologic F. Working Conditions 1. Extreme2. 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 sensed 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, sooner than being biased to only one.The rating to all levels of a factor is determined by equally dividing the maximum rate for the factor among all the