Job Analysis and Job Evaluation are the two important functions of Human Resource Management to know the characteristics of a particular position. Both the tasks are performed by an expert, to provide pertinent information about the two. Job Analysis is a process which determines job requirements while Job Evaluation ascertains the value of a job in relation to other jobs.
Job Analysis is performed with an objective of obtaining relevant facts and details related to the job. On the flip side, Job Evaluation aims at systematically assessing the various job, in order to identify their respective worth in the organization. Evaluation of job is based on the job content and position as per their performance.
They are many times juxtaposed with each other, although they are completely different. In this article, you will find the difference between Job Analysis and Job Evaluation, in tabular form.
| Basis for Comparison | Job Analysis | Job Evaluation |
|---|---|---|
| Meaning | Job Analysis is a careful study of each and every aspect of a particular job. | Job Evaluation is an attempt of assessing the relative utility of a particular job in an organization. |
| Nature of Process | Comprehensive | Comparative |
| Objective | To develop the present methods and techniques of doing a job. | To determine a fair wage of a job. |
| Techniques | Questionnaire, Checklist, Interview, Surveys etc. | Non-Analytical system and Analytical system. |
| Advantage | Recruitment & Selection, Performance Appraisal, Compensation etc. | Helps in removing inequalities in the wage system, making a comparative analysis of each job etc. |
The term Job Analysis refers to a very deep examination conducted in an organized way, to collect information about a particular job. It is a process that aims at exploring information regarding the nature and major requirements of a specific job through observation, research and, study. The job analysis gives an answer to three major questions which are:
It determines the working conditions, tasks, responsibilities, duties, authorities, skills and abilities of the concerned job.
Process of Job analysis
Job Description is the output of Job Analysis, which is in writing and helps in preparing Job Specifications to tally the employee specification with respect to the job. The techniques used in job analysis are Open-ended Questionnaires, Checklists, Interviews of incumbents and supervisors, Surveys, Critical Incidents, etc.
Job Evaluation is an objective and logical process, which determines the comparative usefulness of each and every job of the organization. The basic purpose of job evaluation is to find out an appropriate base for salary, to remove the disparities in the wage system and to implement a consistent and a justified wage differential in the organization.
There are certain pre-requisites of the job evaluation like:
Job evaluation may help in setting a uniform and rational wage structure in the industry, which will help in eliminating various shortcomings of the wage management and administration in the organization like deciding the wage rate on the basis of seniority and completely ignoring merit, an increment in the salary of the persons who does not justify it, inequitable wage payment due to discrimination e.g. caste, gender, color, etc.
Process of Job Evaluation
There are two methods of job evaluation:
The following are the major differences between job analysis and job evaluation:
Job Evaluation consists of a broad spectrum of activities which starts from Job Analysis. However, job analysis is a big process in itself. Complete scrutiny of jobs and their roles in the organization is done in both the processes. They are not contradictory in nature, but Job Analysis fulfills the requirements of Job Evaluation and helps in its successful performance.
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