Industrial Job Evaluation Systems: With Annotated BibliographyDepartment of Labor, U.S. Employment Service, Occupational Analysis Branch, 1947 - Job analysis - 69 pages |
From inside the book
Results 1-5 of 33
Page 7
... physical effort involved , are predeter- mined as factors which probably will be found common to all jobs . A schedule of points to be assigned for the various INDUSTRIAL JOB EVALUATION SYSTEMS 7 The Factor Comparison System.
... physical effort involved , are predeter- mined as factors which probably will be found common to all jobs . A schedule of points to be assigned for the various INDUSTRIAL JOB EVALUATION SYSTEMS 7 The Factor Comparison System.
Page 8
... various gradations of each factor is then prepared . For example , one point may be assigned for required education of grammar school or less ; two points for 1 or 2 years of high school ; three points for 3 or 4 years of high school ...
... various gradations of each factor is then prepared . For example , one point may be assigned for required education of grammar school or less ; two points for 1 or 2 years of high school ; three points for 3 or 4 years of high school ...
Page 9
... various levels or degrees be established and defined so that these factors can be discriminated in different jobs . The degrees are usually assigned numerical values in either of the two following ways : 1. Predetermined weights . - The ...
... various levels or degrees be established and defined so that these factors can be discriminated in different jobs . The degrees are usually assigned numerical values in either of the two following ways : 1. Predetermined weights . - The ...
Page 10
... various other designa- tions , such as the Key Job System or the Job Comparison System , and is a modification of the Point System described above . It is classed separately , since it differs considerably from the point system in that ...
... various other designa- tions , such as the Key Job System or the Job Comparison System , and is a modification of the Point System described above . It is classed separately , since it differs considerably from the point system in that ...
Page 22
... various bases for setting wages and wage rates . Indicates the most important steps in job control and shows where and how job evaluation fits in . Describes briefly several methods of job evaluation and illustrates with charts , graphs ...
... various bases for setting wages and wage rates . Indicates the most important steps in job control and shows where and how job evaluation fits in . Describes briefly several methods of job evaluation and illustrates with charts , graphs ...
Other editions - View all
Common terms and phrases
American Management Association analysis and evaluation annotated application assigned basic basis Benge Berkeley Berkeley Berkeley bibliography CALIFORNIA LIBRARY charts clerical Company compensable factor Covers Curtiss-Wright Corporation defined definitions Describes briefly detail Discusses briefly employee establishing factor comparison method Factor Comparison System FACTORY jobs hourly illustrative Includes individual job Industrial Relations installation Iron Age job analysis job classification job descriptions job evaluation plan job evaluation program job evaluation systems job grading job specifications key jobs labor Machinist merit rating method of job occupational analysis organization Outlines Pennsylvania Company Personnel Administration Philadelphia Gas Pipe fitter plan of job plant point rating system point system point values point-rating plan Poleman Presents problems procedures ranking rating factors rating scales responsibility salaried jobs salary and wage salary determination Salary Standardization sample job Silver Bay system of job technique tion UNIVERSITY OF CALIFORNIA various wage administration wage and salary wage rates workers York
Popular passages
Page 19 - Job evaluation . . . the complete operation of determining the value of an individual job in an organization in relation to the other jobs in the organization. It begins with the job analysis to obtain job descriptions and includes relating the descriptions by some system designed to determine the relative value of the jobs or groups of jobs.
Page 65 - Requiring recognized clerical ability. Application of a large number of rules though definite and specific; or considerable experience on machines listed under B-3. 1. Requiring recognized clerical ability, but the exercise of no definite responsibility, either because of the character of the work, or the closeness of the supervision.
Page 64 - Jobs are related by factorial comparison. The factors used are assumed to be fundamental to all jobs and of universal application, the point values are set after analysis of jobs from existing rates of key jobs, and the degrees of each factor are expressed by sample jobs.
Page 19 - The complete operation of determining the value of an individual job in an organization in relation to the other jobs in the organization. It begins with job analysis to obtain job descriptions and includes relating the descriptions by some system designed to determine the relative value of the jobs or groups of jobs. It also involves the pricing of these values by establishing minimum and maximum salaries for each group of jobs based on their relative value. The operation ends with the final checking...
Page 6 - This system of job evaluation is sometimes referred to as the cardsorting system because, under it, jobs are arranged from high to low as are the cards of a playing-card deck.
Page 16 - Initiative and ingenuity appraise the independent action, exercise of judgment, the making of decisions or the amount of planning which the job requires. This factor also appraises the degree of complexity of the work. 1st Degree Requires the ability to understand and follow simple instructions and the use of simple equipment involving few decisions since the employee is told exactly what to do.
Page 12 - Examination of these measuring sticks will indicate a number of points at which there is a wide spread between some one job and the key job immediately above or below it. Moreover, the selection of key jobs must be further...
Page 65 - Requiring complete and intensive knowledge of a restricted field. 1. As above. 2. Work of D Grade plus supervisory responsibility of a minor character. E. Requiring knowledge of general policies; command of general rules and principles with application to cases not previously covered and may require long experience with the Company. 1. Work of the above character where experience is not necessarily long but must have been gained within the Company. 2. Work of a more technical or more difficult character,...
Page 24 - SLH, and Hay, EN Manual of Job Evaluation : Procedures of Job Analysis and Appraisal.
Page 16 - Equivalent to 4 years of technical university training. 2 — EXPERIENCE This factor appraises the length of time usually or typically required by an individual, with the specified education or trade knowledge, to learn to perform the work effectively. Do not include time required for apprenticeship or trades training which has been rated under Education.