Job evaluation by ranking method

Job evaluation by ranking method

Job evaluation by ranking method

1. Overview of ranking

The ranking method is simple to understand and practice and it is best suited for a small organization.

Jobs are compared to each other based on the overall worth of the job to the organization. The ‘worth’ of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions.

2. Advantages of ranking

• Simple. “Alternation” method ranks “highest” then “lowest,” then next “highest,” then next “lowest”. “Paired comparisons” method picks highest out of each pair
• Fast
• Most commonly used

3. Disadvantages of ranking

• Comparisons can be problematic depending on number and complexity of jobs
• May appear arbitrary to employees
• Rank judgements are subjective.
• Can be legally challenged
• Unreliable
• Difficult to administer as the number of jobs increases
• Difficult to administer as the number of jobs increases

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3. Disadvantages of ranking

• Comparisons can be problematic depending on number and complexity of jobs
• May appear arbitrary to employees
• Rank judgements are subjective.
• Can be legally challenged
• Unreliable
• Difficult to administer as the number of jobs increases
• Difficult to administer as the number of jobs increases

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One Response to “Job evaluation by ranking method”

  1. how ranking method is useful in performance appraisal of an employe.

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