| Job evaluation is a practical technique, designed to | | | | and independent judgment, Accountability and |
| enable trained and experienced staff to judge the size | | | | responsibility, Decision-making authority, Degree of |
| of one job relative to others. The job evaluation | | | | supervision required, Cross-training requirements, |
| process results in a job being assigned to a pay grade. | | | | Working conditions, Degree of difficulty in filling job. |
| The pay grade is associated with a pay range that is | | | | It should be noted that evaluation is concerned with the |
| defined by a minimum and a maximum pay rate. | | | | job and not with the person performing it. Also the |
| Job evaluation assesses both the content the value of | | | | judgment on the job size must not be influenced by |
| a job. Job content refers to the type of work | | | | the job titles or by the present status and the pay. |
| performed and the skills and knowledge necessary to | | | | Since evaluation is concerned with organizational reality |
| perform the work. Work value refers to the job's | | | | care should be taken to evaluate jobs at fully |
| degree of contribution in meeting your organization's | | | | acceptable standard of performance, they should not |
| goals and the degree of difficulty in filling the job. | | | | reflect good or bad performance of the current job |
| Job evaluation can help remove anomalies or | | | | holders but what is required by the job to achieve |
| inequalities in the payment system. It helps in providing | | | | organizational effectiveness. |
| a more structured basis for providing grading levels. | | | | Evaluation is vital for organizations to be able to |
| Evaluations can be used to | | | | employ the right candidates who suit their work |
| - Clarify job descriptions so that employees | | | | environment and requirements at. It is significant for the |
| understand the expectations of their roles and the | | | | job seekers to pick up a job that suits their personality |
| relationship of their roles to other jobs within the | | | | and interest as the first step will play a deciding role in |
| organization. | | | | shaping their career and position in life. This can be |
| - Attract desirable job candidates. | | | | possible only when job seekers and organizations are |
| - Retain high-potential employees. | | | | able to communicate their requirements to each other. |
| Evaluators assess jobs based on factors such as | | | | Plastopedia.com, the world's leading International job |
| Training level or qualifications requirements, Knowledge | | | | portal which offers an interactive medium to job |
| and skills requirements, Complexity of tasks, Interaction | | | | seekers and providers in the domain of plastic industry |
| with various levels of the organization, Problem-solving | | | | worldwide. |