Notesale: Turn your study into money

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Job Classification Systems

Job classification systems begin with an overall view of all jobs as a basis for identification of
major salary or wage classes
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Salary ranges may be tentatively specified
for each class and sub-class
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A classification committee working with
job descriptions allocates each job to its slot
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In larger organization, class specifications must be
quite complicated if job raters are to make appropriate allocations
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In some applications of the system, classes are identified in terms of services or functional
divisions as well as levels
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The manual describes elements or factors upon which each job is to be rated and provides scales
and yardsticks for each degree of each factor
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It includes a scale for each element, by means of which varying
degrees are to be appraised
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The total of such points establishes the point value of the job
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The system has the
important advantage of forcing job raters to consider individual factors rather than the job as a
whole, or still more objectionable, the person in a job
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Factor Comparison System:
This is essentially a job evaluation specialist’s method, a technique for those who are experienced
in the comparison and appraisal of jobs
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Among the factors, most
frequently named are mental requirements, skill requirements, physical requirements,
responsibility etc
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Then a group of ten to twenty key
jobs are selected
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Each key job’s current rate of pay is then analyzed to suggest what percent of the total rate is
attributable to each job element
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Then all other jobs are appraised and assigned a value on each factor or element
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When these values on the individual jobs have been weighted, the total point value of each job
becomes available
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-It is logical to pay the most for jobs, which contribute most to achieve the objectives of the
organization
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The basic factors to determine the base rate for the job are the content factors consisting duties and
responsibilities of the post and the difficulty factors encountered by the incumbents in terms of
mental, intellectual, physical and environmental requirements for the due discharge of the duties
attached to the post
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Benefits to the Employees:
-Helps to ensure that differences in skills and responsibilities are properly recognized
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Benefits for Everyone:
-Prevents anomalies

Wage Fixation and Job Evaluation:
In job ranking method wages are fixed in a better rate than the arbitrary rate based purely on
judgment and experience
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In point rating method, when all the jobs have been evaluated and have had points attributed to
them, the jobs are listed in point’s order thus obtaining a job hierarchy
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In factor comparison method wages are fixed after comparing jobs
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The pricing process introduces the factor the balance of supplies and demands in the various labor
markets for occupations
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The rupee rate structure must attract sufficient
qualified personnel in each required category
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The pricing process begins by comparing jobs with existing wage rates inside and outside the
organization
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Point values
are plotted against the selected wage rates
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Or one of the common statistical trends may be fitted by semi averages
or least square methods
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In some organizations, no straight line may provide a satisfactory fit, and a statistically fitted wage
curve may be necessary
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Ordinarily therefore labor grades are
established each grade representing a range of point values, with one wage rate or range for the
entire grade
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In same practice the average wage for each grade is accepted as the flat rate for all jobs in the class
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Many of these positions are relatively unsupervised, requires individual

judgment to achieve objectives and rely on creativity, which involves the individual rather than
the job itself
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In this approach
the basic yardstick is length of service or seniority with the firm
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For each year or six month
period, individual curves mark the highest and lowest rates and selected quartiles or percentiles
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Most maturity curves tend to rise rapidly during early experience and then to level off at the highest
experience levels
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