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As you have learned, organizations utilize various job evaluation methods to determine the relative worth of different jobs. Match each job evaluation method in Column A with a practical example from Column B.

| Column A | Column B |
|--------------------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------|
| Job Evaluation Method | Practical Example |
| I. Job Ranking | C. All academic positions in a university are ordered from the highest to the lowest, for example, Dean of the College to lecturer. The salary structure decreases from the top to the least. |
| II. Job Classification | D. The HR department classifies 300 employees working in various positions into three distinct groups. The salary structure is then set for each category according to the company's policy. After analyzing every position, the evaluator sorts the employees into three categories based on their roles. |
| III. Point Method | A. Evaluators create a point system to determine how much the employee in the organization earns. For example, the point system in a company may include 60 points for master's degree holders and 40 points for university degree holders. |
| IV. Factor Comparison | B. HR managers rank each job role for skill requirements and then proceed to rank the roles for their duties. These ratings produce a final numerical ranking for each role. Managers use the new ranking as the basis to determine the pay structure. |

The correct option is:

Select one:

A. I - B; II - D; III - A; IV - B
B. I - B; II - C; III - A; IV - D
C. I - C; II - D; III - A; IV - B
D. I - A; II - B; III - C; IV - D

Answer :

To determine the relative worth of different jobs within an organization, various job evaluation methods are used. Let's match each job evaluation method from Column A with a practical example from Column B.

  1. Job Ranking: This method involves ordering jobs from highest to lowest based on their perceived value to the organization. Based on the examples given, the option that best fits this is:

    • Example C: All academic positions in a university are ordered from the highest to the lowest, for example, Dean of the College to lecturer. The salary structure decreases from the top to the least.

  2. Job Classification: This method categorizes jobs into classes or grades based on a set of criteria such as duties and responsibilities. The practical example that aligns with this method is:

    • Example D: The HR department classifies 300 employees working in various positions into three distinct groups. The salary structure is then set for each category according to the company's policy.

  3. Point Method: This uses a point system to evaluate the various elements of a job, such as skills, responsibilities, and working conditions, to determine its worth. The suitable example for this method is:

    • Example A: Evaluators create a point system to determine how much the employee in the organization earns. For example, the point system in a company may include 60 points for master's degree holders and 40 points for university degree holders.

  4. Factor Comparison: This method involves ranking jobs by comparing them against each other based on certain factors or criteria. The relevant example here is:

    • Example B: HR managers rank each job role for skill requirements and then proceed to rank the roles for their duties, producing a final numerical ranking.

The correct matching of the job evaluation methods with their examples is:

  • I. Job Ranking - C
  • II. Job Classification - D
  • III. Point Method - A
  • IV. Factor Comparison - B

Therefore, the correct multiple-choice option is: I - C; II - D; III - A; IV - B.

These methods are essential in creating fair and equitable pay structures and ensuring employees are compensated based on the value of their job roles.

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