How to Work On Quantitative Job Evaluation Method 

Job evaluation is a method of measuring the value of one job in comparison to another within an organization. The relative worth of distinct jobs is determined during job evaluation so that salaries can be paid based on the work’s quality. An employee should be provided with wages based on the task he is delivering in order to increase his efficiency and maintain a high degree of productivity at work. The following are the main characteristics of job evaluation:

  • It is a process that takes a methodical approach.
  • It is a study of the work that went into its creation.
  • It is an effort to figure out what the job entails for any given employee.
  • It is a method of evaluating jobs within an organization.
  • It is a method of analyzing and characterizing roles, organizing and assessing their relative value by comparing the tasks and other requirements of various positions.
  • It is a process that is solely concerned with job evaluations and not with the individuals allocated to the task.
  • It is only concerned with establishing the wage gap and not with the absolute salary level.

What Are the Quantitative Methods of Job Evaluation?

To define a job, the quantitative job evaluation approach uses facts based on acquired data. Under conventional qualitative job evaluation, there are two methods: point rating and factor comparison system.

  1. Point Ranking Method

This was one of the first methods for evaluating work using quantitative value. This method is analytical in a way that jobs are split into components for comparing purposes. Because each task component is given a quantitative score, this method is quantitative. When an organization uses an equity-based system, such as the point ranking system, it is forced to quantify total points for each individual job, indicating its genuine value to the company. This procedure frequently delivers benefits beyond income, including recruiting, progression, and work design. A unique point-factor system, on the other hand, may require additional time and money, as well as the assistance of senior management. The point ranking method involves the following steps:

  • Job Listing: The occupations that will be examined must first be identified. They are frequently grouped together. This should include all employment types, including skilled, unskilled, semi-skilled, expert, and executive positions.
  • Selecting and characterizing factors: Determine the factors that are similar to all of the jobs that have been identified, such as skill, effort, responsibility, and working environment. A significant number of elements should be available to analyze all elements of the jobs. The number of variables will be determined by the job’s nature.
  • Job Assessment: Once the factor strategy has been selected, it is common to practice to develop an assessment handbook that explains the technique to be followed and outlines all of the factors that must be evaluated.
  • Assign money value points: For this, points are accumulated to give the entire value of a job, its value is then converted into financial terms using a pre-determined formula. Still if you have any issues, you can get a masters dissertation help service to conduct best analysis.

The Factor Comparison Method

This strategy combines a ranking system with a point-based system. The relative rank of distinct jobs is assessed using this method in reference to a financial scale. In the first instance, some significant positions in the business are chosen and then ranked based on one variable at a time. In this procedure, five factors are commonly reviewed for each job: mental efforts, ability, physical exertion, duties, and workplace environment. Under the factor comparison approach, the following stages are conducted. The major steps in this system consist of the following essentials:

  • Factors to consider: Skills, mental and intellectual qualifications, fitness demands and responsibility, and employment conditions are only a few examples. People who write job requirements are usually given a set of parameters within which they must complete the essential task.
  • Key job selection:  All other jobs are measured against the benchmark of key jobs. A key job is typically one whose contents have stabilized over time and whose compensation rate is deemed satisfactory and acceptable by management and the union.
  • Ranking of Key Occupations: Each member of the quantitative job evaluation committee should rank the selected jobs independently under each factor. Individual rankings are created, and then a discussion is conducted to get an agreement.
  • Decide on a monetary value: Each factor is given a monetary value in order to estimate the compensation rate for each important position. Each element receives the basic salary for each ‘important’ job. This should represent a range of values from lowest to highest.

Few Steps to a Successful Job Evaluation

  1. Outlining the job

This is also referred to as a job evaluation, and the results are used to create a job description. This entails answering some questions like what the job’s most significant activities are, how they are performed and what talents and traits are required for achievement.

  1. Choosing a method for job evaluation

There are a variety of approaches for evaluating work. These are systems for appraising jobs that are methodical and formalized. It is worth mentioning which ones are most widely utilized in the given sector. Using the most prevalent and appropriate way can provide you with the assurance that your compensation structures will ensure pay equity.

  1. Ranking method

This is the simplest way since you simply rank the roles in your firm from highest to lowest in terms of their importance to the company. Instead of looking at individual elements, jobs are looked at as a whole. This strategy is particularly fit for a small business with a straightforward structure.

  1. Classification method

In general, a corporation will establish a predetermined number of classes including low-skilled, high-skilled, and executive. The compensation structure is then created by assigning different tasks to different categories.

  1. Hay or point method

This is the most dependable strategy as well as the most extensively utilized. Fundamental factors like competence, problem-solving, and responsibility, are used to describe jobs. These are then broken down into sub-factors and ranked in order of importance to the organization.

  1. Consider these aspects when evaluating the job

As you assign numbers to each element for each job you are examining, the job analysis from the first stage becomes essential. It is not always easy to remain objective at this stage, so keep that in mind and make sure you have got a good list of criteria.

  1. Publicly acknowledge and explain the system of professional advancement

Always make the pay structure apparent to your employees at the end of your job review. You can grow current employees by demonstrating how they will be compensated, and you can recruit new employees by demonstrating how they will be rewarded and how they can advance with the necessary knowledge and skills. Finally, you can portray your business as forward-thinking, fair, and transparent in its beliefs.

Is Grading a Quantitative Job Evaluation?

No, grading is not a quantitative job evaluation. Instead, this process involves the committee going over each job description and allocating a grade to it. For different work grades, there are varying wage rates. The jobs could be classified as skilled, unskilled, routine, administrative, or something else entirely.

In the sense that a predetermined criterion is accessible, this method is superior to the ranking method. Each grade should be large enough to accommodate a variety of jobs.


The technique of comparing a job to other jobs within the organization to establish the appropriate pay rate is known as quantitative job evaluation. It occurs early in the process of developing the organization’s pay structure. For a few reasons, it is critical to concentrate on getting this properly. Firstly, a transparent, logical pay structure and clear progression assist your staff in understanding what qualities and skills they value. Secondly, a clear career advancement plan, as defined by your salary, will attract ambitious and inspired people to your organization. Finally, if your quantitative job evaluation procedure is thorough, it guarantees that jobs are valued equally in relation to their value to the firm.

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