Job Ranking Evaluation System For Non-Managerial Employees (housekeepers, valets, front-desk clerks, phone operators, wait staff, groundskeepers, and security guards) of that hotel.

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Job Ranking method is one of the simplest ways to administer. It is very economical and does not require much effort and expense. Jobs comparison based on overall worth of the organization.  Job worth is specifically based on the judgement of skills, efforts (physical and mental), responsibilities (supervisory and fiscal), and working environment.

But on the other hand, it is very subjective and human error chances are high. One of the main demerits is Sometimes the difference between ranks is not determined..

Job Ranking at Hotel (Non-managerial staff)

Ranking Order

Current Pay (Rs)

Pay at other firm (Rs)

Final assigned pay (Rs)

front-desk clerks

40000

42000

41000

phone operators

35000

37000

36000

wait staff

22500

25000

24000

security guards

20000

22000

21000

housekeepers

16500

19000

18000

valets

15000

16000

15500

groundskeepers

14000

15000

14500

 

For ranking we have to follow following steps:

1.Data collection from job analysis: The first thing we collect is data collection and job analysis.  It comprises of Job description, helps to collect roles and responsibilities of the assign vacancy and Job specification; it guides us regarding job skills, what skills required to fulfil the desired job. In this we will collect data specifically for the skills and level of effort of the candidate.

2. Selection of Raters: For this we have to select some raters in this committee from the organization based on their experiences, their skills, their education, their understanding about different jobs and what different platforms of job they work, and we also review their decision making skills we gather members for the committee.

3.Ranking of Jobs: Now the committee starts ranking the job and starts their evaluation as they rank as first, second, third and so on. They decide which job suited as first number which job description suited for second rank and so on.


4.Pay structure: In the fourth stage finally, we decide the pay structure. It describes if we allocate rank first to an employee so what salary and compensation, we should assign to them, same goes for second or thirds ranks. What financial value the committee decides to pay them after evaluating their skills and efforts. Also, we point out the differences amongst them.


By Kahkshan Asif ☺

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