Job Analysis & Job Evaluation: Explained
A job description is the result of a job analysis that includes detailed tasks of the position required for a particular job. Important responsibilities that are performed by the hired employee are documented here. It also plays an important role when it comes to the performance management process when it comes to evaluating employee performance as opposed to job requirements. It is thus a basis for employer-employee conversations that lead to evaluation, development, pay and inheritance negotiations.
However, different jobs have different contributions and some jobs are more valuable than others. This is where job evaluation comes into play. A systematic method of determining the value / value of a job in the case of other work in an organization is a job evaluation. It seeks to make a systematic comparison to determine their relative value compared to work aimed at establishing a reasonable salary structure. Job evaluation needs to be different from job analysis. Job analysis is a systematic way of gathering information about a job as above. It is the evaluation of work for the purpose of determining the value of work within the organization. It helps to establish a uniform and reasonable compensation structure. Assessment of work is therefore the basis of salary grade level. It should be noted that the concept of job evaluation depends on the job itself and not the person doing the job. Thus, we must focus on the work, not the individual, when conducting work evaluation practice.
The salary grade level helps to differentiate the differences across the equivalent set of skills and responsibilities and standardizes the salary. This is part of a broader system of salaries, commonly known as a pay schedule. Companies that use job grade levels to combine pay with a certain level of education, experience and skills usually do so to maintain equity in compensation and to avoid potential inequality.
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