Posts: 124
Threads: 90
Joined: Nov 2011
How can we improve Job Evaluation programme?
Posts: 3,285
Threads: 501
Joined: Sep 2010
(1) Job evaluation scheme should be choosen cautiously. It should be devised and administered with due regard to the conditions of the employment market. It should reflect those forces which are important in market e.g. relative supply of and demand for labour, bargaining power of the parties and job conditions.
(2) The details of a scheme should be drawn up in such a way that they do not conflict with other provisions of a collective agreement such as seniority clause, grievance procedure.
(3) The scheme should be introduced on a plant to plant basis than applied to a whole industry. It is difficult to standardise jobs throughout an industry.
(4) The scheme should be sold to all concerned and suggestions sought. Any scheme adopted should be agreed to and, if possible, developed jointly by the company and the trade unions.
(5) Supervisors should have full knowledge of the system. They should understand it and be able to explain to their people the purpose of the plan and how the scheme works. If they are not convinced about the usefulness of the scheme, they will not be able to convince the employees.
(6) Whatever plan or system is selected for each group, there will be some fears or apprehensions on the part of the employees. To over come these, the details of the administration of the plan should be as simple as possible and the management should endeavour to involve a broad range of employees from a number of departments.
(7) The essence of successful administration of a scheme is flexibility. It is of major importance that the number of job titles and classifications be kept to a minimum. If they are not a scheme becomes too inflexible because the narrow coverage of the job description. Promotions within a grade become more serious. Moreover, workers tend to feel insecure and cling to their present jobs because they may not have the qualifications for another job.
(8) A scheme is better administered by the Industrial Relations Staff of a company than by the Industrial Engineers who may have developed it. The better the state of industrial relations, the easier it is to introduce a job evaluation scheme.
