Job Evaluation Methods Operating In Hospitality Sector For Different Positions (In Hotel)
Job evaluation is a route for associations to measure and compare jobs. It is a systematic way to gather related information and skills of required vacant positions and can be used to devise pay for different positions in the hotel.
Primarily three methods
of job evaluation are:
(1) Ranking Method
(2) Classification Method
(3) Factor comparison method or Point method.
Broadly job evaluation can be classified as:
There are two types of Ranking Method:
1) Non
analytical job evaluation methods
2) Analytical evaluation methods
1.
Non
– Analytical method:
Simple and traditional method. They compare all the
available jobs and then evaluate. Tis method cannot be use in complex
organizations. In this method jobs are listed from highest to lowest level as
per organization’s requirement for available vacancy. The criteria is less
expensive and very easy to understand for all the available employees and
candidates of that vacancy.
This method is further classified as:
1. Ranking
Method
2. Job
Classification Method
1.Ranking
Method:
Ranking method are arranged in descending or
ascending order. Job evaluation criteria is sometimes highest to lowest level
or from lowest to highest, depends on the need of vacant position available. It
is design according to the job descriptions such as responsibilities, qualifications,
duty perform by employee and the challenges face while performing task by
employee. In this method salary is also as per job requirement, if the vacancy
is for highest level the salary will be offered accordingly. And if the job
vacancy is for some least position the pay will be as per requirement.
Conceptually evaluation is easy to implement and to understand. But sometimes level of required degree is failed to evaluate.
2.Job Classification method:
Job classification is also a job grading method. The
grades are classified in terms of knowledge and skills. Then jobs are assigned
as per grades and values. It is based of number of grades and salary. This
method is mostly implemented in small organizations.
2.Analytical
Method:
It is the most effective criteria to gather job
information for relevant field through different factors such as observation of
candidate directly, and many other parameters like questionnaire and
interviews. All the factors like education, skills, and responsibilities are
assessed and count widely in this method.
Analytical method comprises on:
1.Factor comparison method
2. Point rating method
1.Factor comparison method:
It is a systematic method which ranks
according to series of factors. In this method factor comparison provides
monetary value to the specific part of each job.
Points
for factor comparison:
a) Skills
b) Mental effort
c) Physical effort
d) Responsibilities
c) Working conditions
d) Working environment
FACTORS:
Steps to follow in factor comparison:
a) To choose key jobs.
b) Ranking method for the evaluation of selection
criteria.
c) Job grading
d) Compare ranking with monetary value
e) Job selection criteria on the basis of financial
parameter scale.
f) To divide the money value amongst designed
factors
By Kahkshan Asif ☺
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