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Unit 3 Job Analysis and Evaluation
( Detailed Notes )

Mrigendra Bharti

Published by NotesKaro by Sellbrochure IPDP, 2024
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UNIT 3 JOB ANALYSIS AND EVALUATION (
DETAILED NOTES )
First edition
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Copyright © 2024 Mrigendra Bharti
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Table of Contents
Introduction
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3
1
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4
2
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7
3
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10
4
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11
5
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12

Introduction
INTRODUCTION TO JOB Analysis and Evaluation
In the realm of Compensation and Rewards Management,
ensuring fair and equitable compensation is crucial for
maintaining employee satisfaction and organizational
effectiveness
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Job Analysis is the process of systematically gathering,
documenting, and analyzing information about the
responsibilities, necessary skills, work environment, and other
key aspects of a job
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Job Evaluation, on the other hand, involves assessing the
worth of a job relative to others within the organization to
ensure internal equity
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Techniques
such as job grading, job classification, and point-factor
evaluation help in assigning appropriate pay grades and
maintaining a balanced compensation system
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This not
only helps in attracting and retaining talent but also supports the
organization’s strategic objectives
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Unit 3: Job Analysis and Evaluation

3

1
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This analysis is critical for creating job
descriptions, job specifications, and establishing fair
compensation practices
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Information Gathering:
Observation: Directly observing employees while they
perform their job duties to understand job requirements and
responsibilities
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Questionnaires: Distributing structured forms to employees
where they provide detailed information about their job
responsibilities and skills
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2
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Components: Includes job title, main responsibilities,
required skills and qualifications, and physical demands
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JOB SPECIFICATION:
Purpose: To specify the qualifications, skills, education, and
experience required to perform the job effectively
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METHODS:
Observation:
Pros: Provides real-time data on job activities and
interactions
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INTERVIEWS:
Pros: Allows for in-depth understanding through direct
communication
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6

MRIGENDRA BHARTI

QUESTIONNAIRES:
Pros: Can be distributed to many employees and is useful for
gathering a broad range of data
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WORK LOGS:
Pros: Provides a detailed record of daily tasks and activities
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2
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It helps in creating a structured and
equitable pay system
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Ranking Method:
Jobs are ranked from highest to lowest based on their
importance or value to the organization
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Advantages: Simple and easy to implement
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2
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Process: Establish job classes, define job levels within each
class, and assign jobs to these classes
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Disadvantages: May not account for all nuances of
individual jobs
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POINT-FACTOR METHOD:
Definition: A quantitative method where jobs are evaluated
based on several compensable factors
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Process: Assign points to each factor based on its importance
and the job’s requirements
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Advantages: Objective and detailed
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UNIT 3 JOB ANALYSIS AND EVALUATION

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Internal Equity:
Ensures fairness by making sure employees feel their
compensation is equitable compared to others within the
organization performing similar roles
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3
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Process: Define a set of grades, assign jobs to these grades
based on job evaluation results, and establish pay ranges for each
grade
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JOB CLASSIFICATION:
Definition: Grouping jobs into predefined classes or
categories based on job duties and responsibilities
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Advantages: Provides clear structure and helps in
maintaining a standardized pay system
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Point Factor Evaluation and Its
Application in Determining Pay Grades
POINT FACTOR EVALUATION:
Definition: A detailed method where jobs are assessed based
on specific factors, with each factor assigned a point value
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Process: Evaluate each job on these factors, assign points,
and sum up the points to determine the job's worth
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Application: Helps in setting fair pay grades by ensuring that
jobs with higher point totals receive higher compensation
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Market Pricing and Benchmarking in
Compensation Management
MARKET PRICING:
Definition: The practice of setting compensation based on
the prevailing pay rates in the external labor market
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Advantages: Ensures competitive pay, which helps in
attracting and retaining talent
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Process: Analyze compensation data from competitors or
industry standards, and adjust internal pay structures as
necessary
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