point factor method of job evaluation example

Job Grading Method: Also known as Job-Classification Method. Each of the factors associated will be divided into levels or degrees that are Job Evaluation Factors For Out-of-Scope Employees Last revised: January 2021 Last reviewed: May 2017 Next review: May 2018 Following is a brief outline of the aspects each factor assesses. The Point factor analysis (PFA) is a systemic bureaucratic method for determining a relative score for a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Point factor method is most representative and most widely used job evaluation method. Each job is treated as a whole in … Six main and 17 sub-factors were chosen for the evaluation. basis of their job descriptions by making use of the above factor plan, and a nal rank order was established according to the total point values. Point Method is used for job evaluation. Factor comparison is systematic and scientific method designed to carry out job evaluation which instead of ranking job as a whole, ranks according to a series of factors. POINT METHOD IN JOB EVALUATION Group 2 Elsy Wahyuni 1210932007 Nur Putri Hidayati 1210932013 Fitryani Zulkhaira 1210932043 Sarvina 1210932002 Gesti Astria 1210932066 Fitri Fakhrun Nisa 1210932019 Fiwidya … The point method is based on one or several questionnaires that contain an evaluation scale for each of the considered compensation factors. Talent Pool Potential Under ranking method a committee is constituted. Job Evaluation Explained Many large organisations make use of Job Evaluation (JE) to inform their pay strategies, and the MoD has used JE since 1970 to deliver a ‘consistent and systematic means of defining relativities between The job factors are separated into groups (i.e., skill, responsibility, effort) and assigned a numerical or weighted point value. It is an analytical and quantitative method which determines the relative worth of a job on the basis of points alloted to each specific factor of a job. Point–Factor Method This approach identifies job factors that add value and worth to a position. Methods of Job Evaluation Job-evaluation methods are of two categories:- a) Analytical Methods Point Ranking Methods Factor Comparison Method b) Non-analytical Methods Ranking Method Job-grading Method Non-analytical Methods Ranking and job-classification methods come under this category because they make no use of detailed job factors. For example, Table-2 shows that the skill factor in the context of job evaluation has three sub factors: education and job knowledge, experience and traini ng, and initiative and ingenuity. As this tends to be more complex Factor Identification A factor is a major classification category that identifies aspects of a job for which the business is willing to pay. Factor Jobs can then be banded into grades, and the grades used to determine pay.PFA is a type of job evaluation; the main advantage of PFA is that it is systemic and analytical. There are several job evaluation methods from which to select. It is flexible also and has not upper limit on the rating that a job may receive on a factor. 4. Ideally, the job description defines the skills and experience required to perform the tasks, regardless of who does the work. This method identifies four primary compensable factors used to determine pay . Point-Rating Method. The advocates of factor comparison method point out that it usually results in accurate job evaluation because it is relatively more objective because weight are not selected arbitrarily. Thomas E. Hitten was the first to originate factor comparison method of job evaluation. Ranking Method: It is a simple method of job evaluation. But even so, point-factor methods are the most common forms of analytical job evaluation, with the International Labor Organization’s Scheme of Geneva from 1950 a popular though out-dated example of point-factor-based job As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. The point factor method is the most commonly used approach to job evaluation. The Factor Comparison Method - This method is a combination of the ranking and point system. Factor Comparison Method Like the Point-Factor Method, this strategy has job factors identified under primary groups, and each factor is assigned a dollar value as opposed to a point value. These factors include: The hourly rate is divided into pay for each of the various characteristics of jobs and the determining degree to which the ease of such factors is present in the job. 1. FIGUREH Meritor Seniority (orboth) Baserate 549678LaborGrades CHARTn NomeofJob Labor Grade BasePayIncentivePay (average) TotalPay Janitor Latheoperator Toolmaker 4 6.95-1.05 1.25-1.45 1.40-1.60 Non-incentive.31-.35.35-40 Adjusting salary structure 2. With this method… Let's see how it works. Ranking System. The aim of factor comparison is to assign financial value to the relative parts of each job role. Points Rating System. The most prevalent one, the Point Factor Plan, uses a quantitative approach that will be explained in this guide. This job evaluation plan incorporates some compensable factors, factor definitions, degree level descriptions, and other language included in and/or derived from the Department of Labor’s Guide for Evaluating Your Firm’s Jobs and The point method provides a comparable viewpoint to factors method by the usage of the factor comparison to effectively perform a job evaluation. We’ll look at the four major methods used in job evaluation and the advantages/disadvantages of each Job Ranking Method Job Classification Method Point Method Factor Comparison Method 3. It breaks down jobs into compensable factors identified above. It identifies certain number of factors i.e. In this guide we use the Hay or Point method, this is the most common method for job evaluation. They are:- 1. 3. These sub-factors are then assigned the points by its importance. Training 3. These factors, their definitions and possible answers, may be adapted in order to stick as closely as possible to the reality of the company in which the process takes place. Also learn about, the computer-based Ranking Method 2. Job Evaluation: Methods: Factor Comparison A set of compensable factors are identified as determining the worth of jobs. Job evaluation seeks to rank all the jobs in the organization and place them in a hierarchy that will reflect the relative worth of each. Although the outcome of job evaluation should be the same for any method the process might have to be adapted slightly for 3. Job Classification or Grading Method. Point method of job evaluation is widely used in business organisations. Point Factor This method of Job Evaluation is commonly used for quantitative purposes. It requires identifying several compensable factors (like skills and responsibility) each with several degrees and also the degree to which each of these factors is present in the job. Factor Comparison Method and 4. Each degree is assigned a different number of points of different factor. Learn about the non analytical and analytical methods of job evaluation. Please ensure that you read the notes Point-Ranking Method: Under this method, each job’s key factor is identified and then the subfactors are determined. Thank you! Examples • a dog pound attendant was rated more highly than a child care worker • zookeeper rated more highly than day care worker Point Method of Job Evaluation Advantages of using the point method 1. With competition outside firms increasing, external labor market price has more and more influence on internal labor market price since[1]. Typically the number of compensable factors is small (4 or 5). The In this session…. Under this method the job grades or classes are predetermined and then each job is assigned to these and is evaluated accordingly. The process of the point-factor job evaluation method included the following components: 1. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs and different roles. The committee composed of executives and representatives of […] A job evaluation determines its value relative to other jobs in a company or industry. The point factor method uses specific factors to determine the relative value of a job compared to the others in the organization. Job Evaluation Revisited: The Point Factor Method: The point factor method of job evaluation consists of a large number of discretionary decisions that result in something that appears to be entirely objective and, even, scientific It helps in evaluating jobs by giving a detailed, analytical and quantitative evaluation. For Example Class, I, comprise of the managerial level people under which sub-classification is done on the basis of the job roles such as office manager, department managers, departmental supervisor, etc. Job Classification Method 3. Training 3. The point method is widely used. ADVERTISEMENTS: Read this article to learn about the following four methods of job evaluation, i.e., (1) Ranking Method, (2) Grading Method, (3) Point Method, and (4) Factor Comparison Method. Point method in job evaluation ppt 1. 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