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It is costly and time consuming to rate every job on a five factor analysis. These need to be probed. Weaker groups are better served by an evaluation plan than by the market; the former places the emphasis not on force but on equity.. Job evaluation gives a false sense of accuracy and there is a great deal of chaos yet to be eliminated by careful research. This method is used in small firms where all jobs are well-known to job raters. Many researches show that the factors used may not independently be valued at all. twitter.com/gradardotcom, Blog posts, opinion articles and thought leadership pieces, Discover how we help organisations in multiple sectors to thrive, Dive deeper into the software with short educational videos, Technical documentation for the setup and operation of the gradar system. However, if experience is among the most important factors, it might be weighted at 1.5, and thus the final value of the experience factor for the office manager job would be 75 (50 points x 1.5 weighting factor = 75). While there is no standard list of factors to be considered for job evaluation, there are some factors that cannot be measured accurately. The disadvantages are they are complex and still rely on judgment for scoring the jobs themselves. The main steps include identifying the need for the . What is the major disadvantage of Point method Mcq? 2. It has nothing to say about the absolute wage level and little about the absolute size of the wage differentials appropriated to the evaluated job structure. Market Pricing Goals Conclusion 3. It requires more knowledge and skill on the part of the evaluators. ii. 4. In many cases it may not be supportive. } What do you recommend Marco do first? Advantages It is the most thorough and precise technique for evaluating a job. It does not produce results with scientific precision because it is very difficult to assess each and every factor accurately. It only involves ranking. The job factors are separated into groups (i.e., skill, responsibility, effort) and assigned a numerical or weighted point value. It generally depends upon compensation variables (skills required for job performance, working conditions and job responsibilities) instead of employees. Besides, there is also difference of opinion regarding the number of members.