Advantages and disadvantages of job evaluation

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Advantages and disadvantages of job evaluation:

Advantages of job evaluation:

1. Determining the relative importance of each term:

Job evaluation determines the relative value of different positions in an organization. Through this, the organization can create the right wage structure.

2. Determining fair wages:

A fair performance appraisal makes it easier to determine comparative wages. As a result, there are no complaints about sensitive issues like wages.

3. Makes promotion decisions easier:

Job evaluation determines the criteria for the promotion of employees. As a result, post-evaluation helps in making decisions regarding promotion.

4. Reduces salary variations:

Helps to reduce the diversity of salaries of people working in the same job or highly related positions. Moreover, it is possible to determine the appropriate salary of the newly hired worker.

5. Reduce inequality:

As a result of performance appraisal irrespective of caste and creed, it is possible to fix equal pay and pay for all in the same position.

6. Resolution:

Job evaluation provides helpful information when discussing wages with workers. As the wage policy became clear, there was an opportunity to settle the dispute between the workers and the employer.

7. Formulation of proper selection and training policy:

Assessment information determines the importance and responsibilities of each position. As a result, an efficient labor team can be formed in the organization for proper policy making of staff selection, recruitment, training, and motivation.

8. Labor management and relationship development:

Job evaluation helps to develop labor management relationships. The post-evaluation program is implemented with the consent and cooperation of both the staff and the management. As a result, there is no dissatisfaction of any party.

9. Provision of information:

All the information that is collected through job analysis, staff analysis, and job description while evaluating the work is used in different tasks of the organization.

10. Adjusting to technology changes:

Technology is changing very fast. As a result, the work, responsibilities, and duties of the employees are changing. Job evaluation plays a vital role in keeping pace with the trend of change.

Disadvantages of job evaluation:

Advantages and disadvantages of job evaluation. There are some limitations in job evaluation. The disadvantages of job evaluation are discussed below:

1. Bias:

Job evaluation is entirely dependent on individual judgment-analysis. Individuals are not neutral, affecting personal feelings, inclinations, etc.

2. Deadline:

Job evaluation is extremely complex in practice. Determining the wage structure by analyzing the various characteristics of the work is a matter of time.

3. Limitations of evaluators:

The effectiveness of position assessment depends on the skills and experience of the assessors.

4. Emphasis on internal elements:

Job evaluation focuses only on the characteristics or elements of the position. It does not focus on external factors such as factory proximity, transportation, demand, and supply.

5. Employee Conflict:

Some principles are followed in job evaluation. It does not involve the participation of labor representatives. The trade unions, therefore, view the post evaluation with suspicion.

6. Financial pressure:

Assessment of work results in changes in the wage structure. As a result, the financial problems of the organization are often created. Besides, the trade union does not want to accept the results of the evaluation of the terms of the wage problem. Because position evaluation is the sole job of the owner.

7. Changes in technology:

Changes in technology are constantly changing the nature of work. As a result, it becomes difficult to coordinate through job evaluation and changes in technology.

8. Number of working elements:

Determining all the elements of a term is often not possible. As a result, due to the lack of a proper number of elements, the job evaluation loses its effectiveness.

9. Wage determination:

Determining wages based on job evaluation is not always possible. Wages often have to be set under pressure from the government and trade unions.

10. Ignoring the quality of work:

Job evaluation considers only material elements and ignores the qualitative aspect of the work. But quality is the main factor in management.

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