Limitations of Job Evaluation

[laji]

What are the limitations of Job Evaluation?

[nbm]

The limitations of job evaluation are summarised as under:
(1) Not a scientific technique—Job evaluation is a systematic technique and not the scientific technique of rewarding the job. Job evaluation lacks scientific precision because all factors cannot be measured accurately.
(2) Problem of adjustment—Though many ways of applying the job evaluation techniques are available rapid changes in technology and in the supply and demand of particular spills have given rise to problems of adjustment.
(3) Unrealistic—Substantial differences exist between job factors and the factors emphasised in the market. These differences are wider in cases in which the average pay offered by a company is lower than that prevalent in other companies in the same industry or in the same geographical area.
(4) Organisational Limitations—A job evaluation scheme takes a long time to instal. Il requires specialised personnel and it is costly.
(5) Opposition by workers—Job evaluation is regarded by the trade unions with suspicion because it is made on certain principles and results are generally ignored. Some of the methods of job evaluation are not easily understood by workers. Workers fear that job evaluation will do away with collective bargaining.
(6) Subjective—Too many factors are used in job evaluation and moreover there is no standard list of factors to be considered. Definitions of factors vary from organinsation to organisation. Many researches show that the factors used are not independently be valued at all. It gives more reliance on internal standards and evaluation for fixing wage rates.
Conclusion—Inspite of these limitations, job evaluation is very useful in evaluating the relative worth of the job. Job evaluation provides a systematic study and assessment of the job and many complaints about disparity in existing wage structures are removed by this technique. Although job evaluation not an exact science, it is a systematic way of avoiding several anomalies in wages. Hence it can be concluded that job evaluation is not an exact science. It is a technique which can help avoid several anomalies in wages that causes so much heart burns and disgust today—provided it is used sensibly and is not pressed beyond its proper limits. While using this technique, its limitations should also be considered.