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Job evaluation is a systematic process used in Compensation and Rewards Management to determine the relative worth of jobs within an organization. It aims to establish a rational basis for designing a fair and equitable pay structure, ensuring internal equity and external competitiveness. The procedure of job evaluation involves several key steps, which provide a structured framework for assessing jobs and their relative importance to the organization. The first step in the job evaluation procedure is job analysis. This involves collecting detailed information about each job, including its duties, responsibilities, required skills, working conditions, and reporting relationships. Job analysis provides the foundational data needed to compare jobs systematically. Techniques such as interviews, questionnaires, observation, and reviewing job descriptions are commonly used to gather this information. Accurate job analysis ensures that the subsequent evaluation process is based on objective and comprehensive data. The second step is determining job evaluation criteria. These criteria, often called compensable factors, are the aspects of a job that the organization values and is willing to pay for. Common ______ ____ ________ ____ ________ _________ ____ ______ __________ _________ _____ _______.
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