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5 classify jobs the committee charged with writing

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5.Classify Jobs. The committee charged with writing grade descriptions is often also assigned the task ofclassifying jobs. This involves comparing job descriptions with class descriptions. The result is a series ofclasses, each containing a number of jobs that are similar to one another. The jobs in each class areconsidered to be sufficiently similar to have the same pay. Jobs in other classes are considered dissimilarenough to have different pay. Classification systems have been used more in government organisationsthan in private ones. Most are designed to cover a wide range of jobs and are based on the assumptionthat jobs will be relatively stable in content. Although classification tends to produce more defensible andacceptable job structures than ranking, it may substitute flexibility for precision. It is easy to understandand communicate, but its results are nonquantitative.c. FACTOR COMPARISONThis method, as the name implies, compares jobs on several factors to obtain a numerical value for each job andto arrive at a job structure. Thus it may be classified as a quantitative method. Factor comparison itself is notwidely used; probably representing less than 10 percent of the installations of job evaluation plans. But theconcepts on which it is based are incorporated in numerous job evaluation plans.Factor comparison involves judging which jobs contain more of certain compensable factors. Jobs are comparedwith each other (as in the ranking method), but on one factor at a time. The judgments permit construction of acomparison scale of key jobs against which other jobs may be compared. The compensable factors used areusually:1.Mental requirements2.Physical requirements3.Skill requirements4.Responsibility, and
165.Working conditions.These are considered to be universal factors found in all jobs. This means that one job comparison scale for alljobs in the organisation may be constructed, and this practice is often followed upon installation of factorcomparison. However, separate jobcomparison scales can be developed for different functional groups, andother factors can be employed.AdvantagesI.A major advantage of factor comparison is that it requires a custombuilt installation in each organisation.Such a plan may result in a better fit with the organisation.II.Another advantage, according to its developers, is that comparable results accumulate whethermanagement, employee representatives, or a consultant installs the plan.III.The type of job comparisons utilised by the method is another advantage. Since relative job values are theresults sought, comparing jobs with other jobs seems logical. Limiting the number of factors may beanother advantage in that this tends to reduce the possibility of overlap and the consequent overweighting of factors.

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