Which of the following is an advantage of the point method of job evaluation
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Point-factor based job evaluation is a quantitative form of job evaluation that uses defined factors and levels within them. Job requirements are compared to the definitions of the factor levels, with corresponding points assigned to the job based on the relevant level. Show
 The job scores are added to determine a total and are used to create a job hierarchy by using either the original points (job ranking) or a translation into a grade structure (job grading). Put simply, the value of a job is judged based on the requirements of the core duties, tasks and generally labor involved. For a point-factor based job ranking, the requirements, responsibilities, and other aspects of a job - not the position holder as a person - are evaluated with a set of standardized and generalized factors. And, with the factors consisting of several levels, points are assigned to each level. To do this, the requirements of the job are compared with the factor-level explanation to determine which is the best fit. The total score shows the value of the position. Once the total score is calculated, the jobs can be placed in rank order. Typically the compensable factors include the major categories of:
Click here to open the Book By clicking, you agree to our Terms and that you have read our Data Use Policy, including our Cookie Use. Merits and Flaws of Point-Factor based Job RankingThe issue of total objectivity arises when considering the precision with which level descriptions can be defined - and which information about the job is most relevant. Some systems, often coming from the context of “scientific management” theories, create the illusion of objective “measurement” by using quantified jumps between levels. However the explanation of a 20% jump in communication requirements is seldom given. There’s still an element of judgement required with point-factor job evaluation which impacts on true objectivity. But as the evaluators become more experienced at interpreting the factor plan and input of job descriptions, they start to gain greater clarity on the process and make more accurate judgements. As such, the benefit of point-factor based job evaluation methods is that they can give you a clear marker you can use to increase the objectivity and consistency of your findings. You don’t need to worry about the oversimplified results you get from non-analytical job evaluation - and you can use them as a defence in equal value claims as long as they are based on proper job analysis and a system without inherent gender-bias. That said, these methods are often complex and still rely on judgement for scoring the jobs themselves. It’s not easy to amend the scheme as circumstances change. But even so, point-factor methods are the most common forms of analytical job evaluation, with the International Labor Organization’s Scheme of Geneva from 1950 a popular though out-dated example of point-factor-based job ranking. A modernized weighted factor plan was published by the ILO on page 78 of their 2009 brochure on gender neutral job evaluation. Table - Example of a weighted factor planDetailed factor-level definitions are often available with commercial systems. But those proprietary systems can be quite cryptic, needing the specialized knowledge of consultants to operate. Table of Contents
Advantages of Job EvaluationAdvantages of Job Evaluation The system of job evaluation is a powerful tool in the hands of management in managing manpower. It claims the following points to its credit. 1. Sound Wage PolicyJob evaluation is basically an attempt to measure the real worth of each job by a process of expert judgement. Therefore, any wage policy based on a scientific job evaluation is bound to be systematic and sound. 2. Settlement of Wage DisputesThe chances for disputes and grievances regarding the individual rates of wages are very rare. Even if there arises any disputes, it can be conveniently settled by referring to the job evaluation machinery. 3. Better Control over Labour CostsJob evaluation enables the management to exercise effective control over the labour costs, because they can give appropriate pays for the each job. 4. Building up of Employee MoraleSince this system aims to reward employees’ suitability, it will help to build up employee morale and bring job satisfaction. 5. Proper Placement of PersonnelIt helps in selecting the right man for the right job. Besides, this system facilitates to form a logical basis for designing training programmes for the worker. 6. Elimination of Personal BiasThe evils of personal bias, favoritism, and arbitrary judgement on the part of the management in fixing wage differential etc. are avoided, because wage rates are set by experts other than the management and that too after a careful job evaluation programme. 7. Reliable in AllThis system provides well-defined methods for measuring various jobs. Besides, it also helps to justify the existence of different scales for different jobs. For these reasons, it is accepted by both workers and the management without any hesitation. Disadvantages of Job EvaluationDisadvantages of Job Evaluation In spite of the various advantages cited above, it will not be wise for management to place too much reliance on it. There are several limitations to this technique. The important demerits of this system are as follows: 1. Lack of Complete AccuracyThe accuracy claimed by it is not in fact accurate. The system considers the key factors independent of others which is not so in reality. Consequently, the weights assigned to the factors are also less accurate. This is particularly so if the factors are of highly technical in nature. 2. Unrealistic AssumptionsJob evaluation is based on the assumption that wage rates can be related to the work of a given job. It completely ignores the fact that conditions in the labour market exercise greater influence in the determination of wage rates. 3. Formation of the CommitteeThe formation of the job evaluation committee itself creates a serious problem. Only persons who are capable of evaluating the jobs should be appointed as committee members. Besides, there is also difference of opinion regarding the number of members. Authorities suggest 5 to 20 members. All these factors make the installation of a job evaluation programme more costly. 4. Selection of a Suitable MethodThe selection of a suitable method also posses a serious problem to the management. There are four methods and each method has its own merits and demerits. 5. Number of FactorsThere is no clear-cut opinion amongst the scholars as to how many factors should be used and what weightage should be assigned to each factor. In many cases, 100 factors are used. This multiplicity of factors creates confusion and so precise results cannot be obtained. 6. Equal Pay for Equal JobThis system presumes that job of equal content will be equally attractive to the employees. But this presumption is unreal. For instance, a job offers little or no prospects for a rise or promotion; while another job rated similar to it, has better prospects for the workers; the latter will attract more than the former. Under such circumstances, the business firm has to pay more wages for the former job so as to make it more attractive. 7. Unsuitable for Small ConcernsInstalling and operating a job evaluation programme requires much time and money. Hence, it is very difficult to introduce it in smaller concerns. ConclusionIn conclusion, it may be remarked that job evaluation consisting of only a few factors can give good results and hence a shortened system is more reliable. However, job values must be constantly watched. Similarly, the job requirements may also change in course of time. Unless the job values and contents are rechecked so as to include the changes, they will not represent the true position. It is also highly necessary to adjust the job rating to changed situation and so it can be kept up-to-date at all times. Thus, job evaluation system, in spite of the limitations, can produce reliable results. What are the advantages of point method of job evaluation?The major merits of the method are: It is the most comprehensive and accurate method of job evaluation. Prejudice and human judgement are minimized. The method can not be manipulated.
What is the point method of job evaluation?The point method evaluates jobs by comparing compensable factors - elements of job content like skill, effort or responsibility that can be used to assess a job's value to the organization. Each factor is defined and assigned a range of points based on the factor's relative importance to the organization.
Which of the following is an advantage of the factor comparison method for job evaluation?It provides more accurate results than either the ranking or job grading methods do. It uses compensable factors, of which the worth of each is easily determined.
What are the 4 job evaluation methods?Four common job evaluation methods are the ranking method, job classification, the factor-comparison method, and the point-factor method.
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