Job Evaluation: Objectives, Methods And Importance

Personnel performance appraisal is a fundamental process in a company. The main aim of the estimation is to identify the essential characteristics of employees. These actions will help the manager to build communication with them. Establishing a connection helps the team to work much better, which leads to positive functional results.

What is job evaluation?

Evaluation of work associated with almost all stages of management of the company such as:

Staff planning: The company checks whether it needs employees; Recruitment. You can determine how effectively the company gets to attract new employees.

Staff training:  The assessment reviews the quality of the training programs, as well as the need of the staff for this training.

Formation of personnel reserve: Rating the quality of work and the behaviour of employees.

Analysis of the team: Estimation of results and indications, with the help of which the working ethics of employees in the company is assessed.

Staff development: Their opportunities evaluate employees; The system of material incentives. Rating helps improve motivation for company employees.

Objectives of job evaluation

  • To determine the potential of existing employees to transfer someone to a higher position without spending resources on finding new ones and their training.
  • Assess whether the employee is profitable for the company: Does his/her work justify the funds spent on him/her.
  • Defining employee roles: Is he/she a team player or a person who can prove himself/herself as a leader.

Methods of job evaluation

To determine the quality of the employee, you need to use a particular technique. Two main methods are common: quantitative and qualitative.

Quantitative methods

In this method, the specialist views the numbers and concludes:

  • The method of banal evaluation: This method is the easiest one. Its essence lies in the fact that for the performance of any task that the leadership has set in front of the staff, a person receives points. Accordingly, the more – the better.
  • Method of free banal evaluation: Different experts rate different company employees. In the end, they collect estimates and summarize them for each employee the outcome as in the method of banal evaluation.
  • Rank method: Those who find themselves in the lowest positions are usually dismissed or trained. Those who are in higher position get a promotion.

Qualitative methods

It is also a very effective method, but it takes more time and resources than quantitative methods. It involves:

  • The matrix method: A comparison of the qualities of a particular person with the ideal model of an employee for a specific position.
  • Assessment of task performance : The easiest method when evaluating the work of the employee in general.
  • The method of a system of arbitrary characteristics: The personnel or the manager identifies the most significant achievements and the most severe disruptions in the work. Then they make conclusions based on their comparison.

The “360 degrees” method: An assessment of an employee by colleagues, managers, subordinates, clients and themselves.

  • A group discussion: A conversation between an employee and a manager or experts about the results of his/her work and prospects.

Importance of job evaluation

Why is proper performance assessment so important? The main thing in the review, as already mentioned, is to find out whether a particular employee is worth the resources that the company spends on him/her.

Similarly, the employee ponders whether his efforts and work are worth how his company rewards it. Sure, people need to know what the organisation expects from them.

They should see how the results of their work will be measured. Besides, they must be sure that if they put forth their real capabilities, this will lead to satisfactory results.

Finally, they must be sure that if they work as expected of them, they will receive a reward that represents an absolute value for them. The job that workers must do must be rewarded.

Evaluation criteria should be transparent and achievable. Employees should see a perspective in front of them, and the goal should be clear. If these conditions are not met, then staff productivity will be very low. So, how do you motivate staff?

If you ask people what satisfies them from their work, the most popular answers will be: achievement, recognition, work itself, responsibility, promotion and growth. If the same people are asked the question: “What dissatisfies you in your work?”, then the following answers will be the most popular: the internal policy of the company and the administration, the boss and relations with him, working conditions and salary.

It is for this reason that such factors as the internal policy of the company and the administration, the authorities and the relationship with him, working conditions, salary, relationships with colleagues, subordinates, etc., are signs that characterize the company in general.

The deterioration of any of these aspects will instantly lead to dissatisfaction and a sharp drop in productivity. We hope that our article was informative for you and you have found answers to all the questions you had.


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