Job Analysis and Evaluation

Job analysis involves preparation of a description and classification of each job, with a list of qualification needed by workers to perform the work satisfactorily.

The United States Department of Labour has defined job analysis as follows:

“Job analysis is the process of determining, by observations and study, and reporting petinent information relating to the nature of a specific job. It is determination of the tasks which comprise the job and the skills, knowledge, abilities and responsibilities required of the workers for successful performance and which differentiates the job from all others.”

Such a job analysis helps the personnel department to catalogue its labour requirements and assign the best available man to each job.

A proper system of time and motion studies together with job analysis helps management in reducing costs through proper planning and controlling output and wages.

Job evaluation

Different jobs have different characteristics. They demand varying degrees of qualifications, skills, experience on that part of operators performing them depending upon their characteristics. Some jobs, for example, require physical ability while others may require a very high degree of mental ability etc. Job evaluation may, therefore, be defined as a process of analysis and assessment of jobs to ascertain their comparative labour worth. Each factor is given a relative weightage and is allotted a number of points. Depending upon its nature and requirements of different factors in its performance, a job secures a number of points. Different jobs are ranked in order of the points secured by each one of them.

Importance of job evaluation: Job evaluation is helpful to the organisation in the following respects:

(i) Fixation of a structure: Job evaluation helps establishment of a simplified and balanced wage structure. This favours both the employer and the employee.

(ii) Disclose anomalies: It discloses anomalies in current waves of individual employees by means of allotting the actual wages vis-à-vis the job rating points in the form of its scatter diagram.

(iii) Helps in recruitment of new workers: Job evaluation tells the exact requirements for each job and thus makes it possible for the Personnel Department to select the most suitable man out of a number of candidates applying for the job. On the same basis it is also helpful at the time of transfer or promotion of different employees in the organisation.

(iv) Improves labour relations: It improves relations since it rules out unfairness, nepotism etc.

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