Job Evaluation Point Method

1. Presentation on:
“Use of Point Method in Job Evaluation”
Presented to:
Prof. Ratnaparkhi
Presented by:
Rajeev Gupta(PGM07060582)

2. Job evaluation is a process through which jobs
are :
Described
Analyzed
Weighted
The outcome , a total score in points expresses
the weight of a particular job in relation to
others.

3. Job evaluation consists of the following elements
:
A clearly defined method
Benchmark jobs
Establish the relative worth or size of jobs.
Plain easy to understand communication on the
method.
Ensure that the organization meets ethical and
legal equal pay for work of equal value
obligations

4. Analytical Method:
Point Ranking Method
Factor Comparison Method
Non-Analytical Method:
Ranking Method
Job Grading Method

5. Points method is an analytical method of job
evaluation which is based on breaking down
jobs into factors or key elements.
Methodology consists of following points:
3.Factor selection(ex: skill , effort , responsibility )
4.Factor plan design
5.Job Analysis
6.Evaluating jobs
7.Grading Jobs
8.Review and Appeals

6. DEGREE
Taking factor as Education or Trade knowledge
1
st
degree (able to read and write , add and subtract).
2
nd
degree(able to use arithmetic operations , drawings ,
can read vernier caliper ,scale etc.)
3
rd
degree(a graduate in science etc. , work exp. ,advanced
mathematics, complex drawings)
Similarly 4
th
and 5
th
degree.
GRADING
Grading is done by adding the points of all the factors.

7. Factors 1
st

Degree
2
nd

Degree
3
rd

Degree
4
th

Degree
5
th
Degree
SKILL
•Education 15 30 45 60 75
•Experience 20 40 60 80 100
•Initiative and Ingenuity 15 30 45 60 75
EFFORT
• Physical demand 10 20 30 40 50
• Mental or visual demand 5 10 15 20 25
RESPONSIBILITY
• Equipment or process 5 10 15 20 25
• Material or product 5 10 15 20 25
• Safety of others 5 10 15 20 25
• Work of other job conditions5 10 15 20 25
JOB CONDITIONS
• Working conditions 10 20 30 40 50
• Unavoidable hazards 5 10 15 20 25

8. The job is split into a number of factors.
The worth of each job is determined on the basis of
its factors and not by considering the job as a whole.
The procedure adopted is systematic and can easily
be explained to the employees.
The method is simple to understand and easy to
administer.