What is main objective of job evaluation Mcq?
What is main objective of job evaluation Mcq?
Explanation : The important objectives of a job evaluation programme Establishment of sound wage differentials between jobs is maintenance of a consistent wage policy and installation of an effective means of wage control.
Which of the following is an objective of job evaluation?
The main objective of job evaluation is to determine relative worth of different jobs in an organisation to serve as a basis for developing equitable salary structure.
What are the job evaluation methods?
Four common job evaluation methods are the ranking method, job classification, the factor-comparison method, and the point-factor method.
What is true with respect to job evaluation?
Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Job Evaluation helps to determine wages and salary grades for all jobs. Employees need to be compensated depending on the grades of jobs they perform.
What are the four primary approaches to job evaluation?
Four primary methods of job evaluations used to set compensation levels are point factor, factor comparison, job ranking and job classification.
What is the main objective of the recruitment and selection process?
The main objective of recruitment and selection is fairly obvious: to hire the most-qualified candidate to fill an available position. Additional objectives include: Creating a large talent pool of candidates to ensure the organization can hire the best employee.
Which is the most objective method of job evaluation?
(a) Point Rating: It is the most widely used method of job evaluation. Under it, jobs are divided into component factors. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job.
What are the three main purposes of conducting a job evaluation?
Job evaluation helps following purposes: (1) It helps in devising an acceptable wage, (2) It helps in proper placement of workers in job. ADVERTISEMENTS: (3) It helps the personnel department to recruit the right person for a job since requirement of each job are clearly indicated.
What is the most commonly used method of job evaluation?
point factor method
Primary compensable factors of a job evaluation plan The point factor method is the most commonly used approach to job evaluation. This method identifies four primary compensable factors used to determine pay. These factors include: Skills (years of experience, level of education and overall ability)
How can we perform an effective job evaluation?
10 steps to developing a successful job evaluation
- Outlining the job.
- Selecting a job evaluation method.
- Classification method.
- Hay or point method.
- Decide what factors you most value.
- Assess the job in terms of these factors.
- Rank this job relative to the other jobs in your organisation.
What is the best job evaluation method?
The point method is a superior and widely used method of evaluating jobs. It forces raters to look into all key factors and sub-factors of a job. Point values are assigned to all factors in a systematic way, eliminating bias at every stage.
What is the most widely used job evaluation method?
Points Rating: This is the most widely used method of job evaluation.
What are the main objectives of job evaluation?
Some of the major objectives sought to be achieved through job evaluation include the following: (1) To determine rational wage differentials among different jobs in the organization. (2) To bring new jobs to their proper hierarchical position in the organization. (3) To help establish perceptions of internal equity among employees.
What should be included in a self evaluation?
Here are different types of self-evaluation questions you could include in an employee self-evaluation: These questions are designed to help the employee review aspects of their own job: Review your job description.
What should be included in an employee evaluation?
Try using a SWOT framework—strength, weakness, opportunity and threat—to guide this part of the employee evaluation notes. First, consider strengths, which include positive attributes, key accomplishments and areas of specialty.
Is there a common procedure for job evaluation?
Though the common objective of job evaluation is to establish the relative worth of jobs in a job hierarchy, there is no common procedure of job evaluation followed by all organisations. As such, the procedure of job evaluation varies from organisation to organisation.