is a procedure for assessing the relative demands of jobs with a view to allocating jobs to positions within a pay structure. Job evaluation involves job analysis, the production of job descriptions, and an assessment of the ‘size’ of jobs (i.e. how demanding they are) so that they can be placed in rank order and divided into grades. The latter will thus consist of jobs with equivalent demands, which will receive the same basic rate of pay or be allocated to the same salary scale or pay range. There are a number of different techniques of job evaluation including ‘non-analytical’ schemes that compare whole jobs (e.g. job ranking, grade classification, and paired comparisons) and ‘analytical’ schemes that compare jobs on the basis of their component elements or ‘ factors’ (e.g. factor comparison, points rating). There has been considerable debate in recent years on the merits and demerits of job evaluation. Critics claim that the technique is costly, inhibits flexibility in work organization, and is often discriminatory. Defenders reply that costs can be minimized through computerization of job evaluation, that factors can be selected which reflect new and more flexible job roles, and that schemes can be redesigned so that the demands of typically ‘female’ jobs are recognized in the process of evaluation. The Equal Opportunities Commission recommended that non-discriminatory job evaluation be used to promote equal pay for work of equal value.
Subjects: Human Resource Management.