There are four basic major classification methodologies that are used during job evaluation. The classification used are divided into two categories the non-quantitative and the quantitative. The difference in these two methods of classification is that while under non quantitative methods, the job in question is judged as a whole while in qualitative methods, various areas under the particular position are called into question ( Boucher & Renault, 2015). According to authors Klingner, Nalibandian &Llorens (2009), in the book Public Personnel Management , “job analysis and classification continues to be a vital aspect in any organization looking to maximize its output.”
Non qualitative features ranking is the most common form of classification. The jobs are placed in order of importance from the top management to the support staff. It can also be ranked from the toughest job to the simplest. The pay systems here are based on the title of the whole job rather than the contributing factors. It works for a small organization where the tasks are not wide spread. The grading method under the non-qualitative methods of classification places certain job under a common group and here the jobs are compensated in the same way. There is a body that is put in place that is mandated with this task. Job group/grade refers to a group of different jobs that have the same degree of difficulty, skills sets, and responsibility. There are different wages fixed for each group and it is common with government institutions ( Duda, Hart & Stork, 2012) .
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Qualitative classification involves point ranking where the job in question is broken down into various factors such as skill, effort, education, experience, responsibility and so forth and the points are awarded based on an individual’s competencies towards these. The jobs with similar points are placed in similar pay grades. Money values are assigned to points and using a predetermined formula, compensation is offered. The merit of this method is that the system cannot be manipulated therefore prejudice is minimized ( Silverman, 2013).
Factor comparison method uses both ranking and point ranking methods in an objective manner. The jobs in question have an acceptable standard compensation and they are ranked from the highest to the lowest and from the most important to the least important. The merit of this method is that it is flexible and useful for determining the worth of different jobs and kill sets ( Silverman, 2013).
Lastly, Klingner, Nalibandian &Llorens (2009) believes that “flexible employment relationships make it easy for an organization to hire and fire and reassign workers. It is important to have various job descriptions in these flexible environments as it makes it easy for the management to function effectively.”
References
Boucher, E., & Renault, C. (2015). Job Classification Based on LinkedIn Summaries CS 224D.
Duda, R. O., Hart, P. E., & Stork, D. G. (2012). Pattern classification . John Wiley & Sons.
Klingner, D. E., Nalbandian, J, Llorens, J. E. (2009). Public Personnel Management (6th ed.). Prentice Hall.
Silverman, D. (2013). Doing qualitative research: A practical handbook . SAGE Publications Limited. Stanford University.
Retrieved from https://cs224d.stanford.edu/reports/BoucherEric.pdf
