{"id":37137,"date":"2015-07-09T04:08:16","date_gmt":"2015-07-08T22:38:16","guid":{"rendered":"http:\/\/vskills.in\/certification\/blog\/?p=37137"},"modified":"2024-04-03T13:18:57","modified_gmt":"2024-04-03T07:48:57","slug":"job-evaluation","status":"publish","type":"post","link":"https:\/\/www.vskills.in\/certification\/blog\/job-evaluation\/","title":{"rendered":"Job Evaluation"},"content":{"rendered":"

\"Job<\/a><\/p>\n

Job evaluation\u00a0is a methodology of determining the worth of a\u00a0job\u00a0in comparison to other jobs in an organization. It helps make a systematic comparison between jobs to assess and evaluate their relative value for the purpose of establishing a rational and justified pay structure. It is a method or way that assesses jobs, not people. The standards of job evaluation are relative, not absolute. The essence of job evaluation lies in job analysis. Carried on by groups rather individuals, it has a specific level of subjectivity present at each level. It begins with job analysis where the information about any job is systematically gathered, and ends with the determination of the worth of a job.<\/p>\n

At times, confused with job appraisal, job evaluation is an entirely different issue. Where job evaluation means finding the relative worth of a job, job appraisal is finding the worth of a jobholder. Job evaluation aims at determining wage rates of different jobs whereas job appraisal aims at determining rewards and incentives for superior performance. Evaluation shows how much a job is worth whereas appraisal shows how efficiently a person is doing the assigned job.<\/p>\n

Job evaluation is a systematic process and hence follows some specific steps and guidelines. The steps to evaluate a job are summarized below:<\/p>\n