Define Job Evaluation and which methods of Job Evaluation method is the best one? Explain your answer. (methods of job evaluation are in photo below) ull SMART8:34 PM9 38%Ranking Method : The ranking method requires a committeetypically composed of both management and employee representatives ofjob in a simple rank order, from highest to lowest. Rating specialistsreview the job analysis information and thereafter appraise each jobsubjectively according to its general importance in comparison with otherjobs. In other words, an overall judgment is made of the relative worth ofeach job, and the job is ranked accordingly. These are overall rankings,although raters may consider individually the responsibility, skill, effort,and working conditions and each job. No attempt is made to determinethe critical factors in each job. Therefore, it is quite possible that importantelements of some jobs may be overlooked while unimportant items areweighed too heavily. It may be noted that becauseranking a large number of jobs at thethe difficulties in ull SMART8:34 PM9 38%time, the paired comparison technique of ranking is sometimes used.With this technique, decisions are made about the relative worth of onlytwo jobs at a time. However, since each job is compared with every otherjobs, the number of comparisons to be made increases rapidly with theaddition of each job to the list.Job Grading or Job Classification Method: This method worksby assigning each job a grade, level or class that corresponds to a paygrade for instance Grade i, Grade II, Grade IIl and so forth. These gradesor classifications are created by identifying gradations of some commondenominations, such as job responsibility, skill, knowledge, educationrequired, and so on. Then, for each job grade so created standard jobdescriptions are determined. Thereafter, such standard description ismatched with job descriptions in the organisation. The standarddescription that most nearly matches the job description determines thejob's grading. This method requires a decision at the initial stage on thenumber of pay grades to be included in the wage and salary plan. Ofcourse, the actual amount to be assigned to pay grades made after thejob evaluation is completed.Factor-comparison Method : This method is a combination ofranking and point systems. All jobs are compared to each other for thepurpose of determining their relative importance by selecting four or fivemajor job elements or factors which are more or less common to all jobs.These elements are not predetermined. These are chosen on the basis ofjob analysis. The few factors which are customarily used are:mental requirements (ii) skill (iii) physical requirements (iv)responsibilities (v) working conditions, etc.A few jobs are selected as key jobs which serve as standard againstwhich all other jobs are compared. key job is one whose contents havebeen stabilised over ato be presently correct by the management and the union.iod of time and whose wageis consideredEvaluation of Various Methods : None of the systems is free fromdefects. None is the best in all conditions and for all types oforganisations. However, the point system is the best in the presentcircumstances. It is widely used in almost all the enterprises as atechnique of job evaluation since it presents an analytical approach to themeasurement of job worth. It is better not to insist on a particular systemof job evaluation. A mix of all the methods should be adopted.

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Pre-Requisites for job evaluation:
1. The market surveys should be carried out successfully before…