Title: Job Design and Evaluation: Organizational Aspects
Abstract: Job evaluation is a method that is used to produce a hierarchy of jobs in an organization as the basis for determining relative pay levels. It seeks to measure the relative value of jobs, not that of the job holders. The main aim of job evaluation is to provide an acceptable rationale for determining the pay of existing hierarchies of jobs and for slotting in new ones. It may be implemented unilaterally by management or with varying degrees of participation by the workforce. Acceptability, consensus, and the maintenance of traditional hierarchical structures are normally the goal of such schemes. Job evaluation schemes do not directly determine rates of pay. They are concerned with relationships, not absolutes. The rate for the job or the salary for a job grade is influenced by a number of factors outside the scope of most schemes. Normally pay is linked to external market rates, the relative bargaining strengths of the negotiating bodies, and traditional patterns of pay differentials between jobs. In recent years equal pay legislation has exposed job evaluation to sometimes rigorous analysis in the courtroom. Out of this are emerging principles which seek to ensure that job evaluation schemes are constructed and implemented transparently and without obvious bias.
Publication Year: 2001
Publication Date: 2001-01-01
Language: en
Type: book-chapter
Indexed In: ['crossref']
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Cited By Count: 2
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