Discussion : Compare The Advantages And Disadvantages Of The Most Common Job

Job evaluation Job evaluation methods are generally categorized into quantitative and non-quantitative evaluation methods. While quantitative methods employ key factors as a means of measurement and evaluation, non-quantitative methods compare jobs as whole units. Under non-quantitative evaluation are methods such as grading and ranking, while under quantitative evaluation are methods such as factor comparison and points rating. The two methods I have experienced are the ranking and points rating methods (Khan, & Jain, 2013). Considered the simplest method of job evaluation, the ranking method compares individual jobs as whole entities and does not apply the use of key factors. This evaluation produces a list or a ranking of jobs in order of importance or in order of complexity or simplicity. Complexity or importance of a job is determined based on its demands on the position holder, responsibilities and duties. Generally, jobs categorized as complex or important are ranked higher than their simple or less important counterparts. The first merit of this method is its simplicity. This merit ensures the ranking method is similarly economical to effect, and also not time consuming due to minimal requirement for paperwork in its implementation. However, ranking lacks definite judgment and measurement standards to