Posts: 615
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Joined: Oct 2010
Explain Job classification or Grading System Method of Job Evaluation
Posts: 615
Threads: 461
Joined: Oct 2010
Job classification or job grading is a process of scientific study of all the facts about a job, so as to reveal the content of it. Job-grading refers to the classification and analysis of jobs which are performed in an organisation and to their relative levels. According to Denyer "Job-grading consists of a scientific study of all jobs (job evaluation) and then placing of these jobs into broad categories called job-grades. It is fundamentally a technique of determining the differences between jobs, and of rationalising rates of pay in large organisations." Job-grading is done by studying the essential characteristics of each job. These characteristics are:
(a) the experience required,
(b) the skill required,
© the initiative required,
(d) the level of responsibility entailed, and
(e) the level of supervision needed for the job.
Identical jobs are grouped in as objective a manner as possible. There is no hard and fast rule about the number of job-grades. However, too many grades should be avoided. A job grading scheme should be prepared on scientific basis. When deciding about the grade, details of work performed, tools and equipments necessary to do the job, the physical surroundings, risks, involved etc. are taken into consideration. After preparing list of all existing jobs in the office, they are placed in various grades. The number of grades depends the policy of the organisation regarding the number of job grades to be created and titled given to them. When job contents change, job grading is also revised.
Job grading involves following steps:
(i) the preparation of job descriptions
(ii) the preparation of grade descriptions
(iii) Selection of grades and key jobs.
(iv) Grading the key jobs
(v) Classification of all jobs.
Merits
(i) This method is simple lo operate and understand, for it does not take much time or require technical help.
(ii) This method makes easier for workers to understand rankings.
(iii) This method broadly reflects level of education, mental skill, profit, impact or some combination of these.
(iv) The grouping of jobs into classifications makes pay determination problems administratively easier to handle. Pay grades are determined for, and assigned to, all the job classification.
(v) It is used in important government services and operates efficiently.
Demerits
(i) The method is not accurate because personal evaluations by executives establish the major classes and determine into which classes each job should be placed.
(ii) Since no detailed analysis of a job is done, the judgment in respect of a whole range of jobs may produce an incorrect classification.
(iii) It is relatively difficult to write a grade descriptions. The system becomes difficult to operate as the number of job increases.
(iv) It is difficult to know how much of a job's rank is influenced by the man on the job.
(v)The system is rather rigid and unsuitable for a large organisation or for very varied work.
