This is my first presentation made on job evaluation. I think it will be quite helpful for the people who want to know about the difference between job evaluation and performance appraisal.

1. WELCOME TO
OUR PRESENTATION

2. JOB
EVALUATION
JOB SPECIFICATION & JOB DESCRIPTION
PRESENTED BY :
GROUP- F

3. Learning Objectives…….
JOB EVALUATION
PERFORMANCE APPRAISAL
DIFFERENCE BETWEEN JOB EVALUATION &
PERFORMANCE APPRAISAL
PROCESS OF JOB EVALUATION
METHODS OF JOB EVALUATION
CASE STUDY OF JOB EVALUATION

4. Job Evaluation
Job evaluation is the systematic
way of determining the value and
worth of a job in relation to other
jobs in an organization.

5. Performance Appraisal
Performance appraisal is the
systematic way of determining
the value and worth of a person
in relation to other person in an
organization.

6.  Job Evaluation Vs. Performance Appraisal
Point Job Evaluation Performance Appraisal
1. Meaning Finding the relative worth
of a job.
Finding the worth of a
jobholder.
2. Aims Determining the wage
rates of different jobs.
Determining incentives
and rewards for superior
performance.
3. Shows How much a job is worth. How well an individual is
doing an assigned work.
4.
Consideratio
n
It considers the
requirement of various job
in term of Job
description and job
specification.
It considers the abilities
and performance of
individuals.

7. Md. Didarul
Alam
ID. No-16305069
Department of HRM,
University of Chittagong.

8. Process of Job Evaluation
Objectives of
J/E
Job Analysis
Job
Specification
Job
Description
J/E Program
Money
Allocation
Job
Classification

9. Mohammad
Faisal Akram
ID. No-16305059
Department of HRM,
University of Chittagong.

11. 1. Ranking Method
Merits:
Simplest method.
Quite economical to put into
effect.
Less time consuming.
Demerits:
No definite standard of
judgment.
Suffer from its sheer

12. Moon Tasir
Ahmed
ID. No-16305063
Department of HRM,
University of Chittagong.

13. 2. Grading Method
Merits:
Easy to understand and simple
to operate.
Suitable for organization.
Useful for government job.
Demerits:
Suffers from personal basis.
Not fit neatly into one grade.
Rarely used in industry.

15. 3. Point Rating
Merits:
Most comprehensive and
accurate method.
Systematic method.
Jobs can be easily placed.
Demerits:
Time consuming and
expensive.
Difficult to understand.

17. 4. Factor Comparison
Merits:
More objective method.
Most flexible method
Easy method to explain to
employees.
Demerits:
Expensive and time consuming.
Difficult to understand and
operate.

19. Warid Telecom Bangladesh Ltd.
Case Number -1
A Case Study of
on job evaluation
1989 BTTB
foreign investors

20. Background and
Analysis of the problem
1 2
3

21. Key Problem
“we don’t want them,
so we are not bound to compensate
them equally in comparison with
our permanent employees”.
55%
more than 1000 employees

23. Strength
Weakness
Opportunities
Threats
Analysis

24. GAP analysis
Alternatives
Decision Criteria

25. Proposed
Solution

26. Recommendations

28. Case study-2
A STUDY ON COMPETENCY BASED PAY IN
BSRM GROUP OF COMPANIES
•BACKGROUND

29. KEY PROBLEMS
1. Employee express
dissatisfaction for not
paying equal salary
among the employee
2. Lack of
transport facilities
4. Short of effective
logistics support
3. The manager
dissatisfied with the
informal way to pay
packet for a particular
job

30. Sadia Islam
ID. No-16305065
Department of HRM,
University of Chittagong.

31. S W
O T
STRENGT
HQuality product.
Capable Management.
Great competitive
skills
OPPORTUNITI
ESGood relation.
Good working
environment.
WEAKNESS
Location of corporate
office
Not sufficient
transportation
Ensure more logistics
support
THREAT
SCompetitors.
Vat and Tax imposed by
Government
SWOT ANALYSIS

32. PROPOSED SOLUTION
BSRM should focus on
distribution of equal
salary , arrange
transport , effective
logistics support &
motivation of employee.

33. RECOMMENDATIONS
1. Ensure equal pay salary
2. Arranging transport for
employees & workers
3. Ensure effective support to
produce more products
4. Motivate the employee
5. Maintain good / friendly
relation with other employees &
management

34. HR Tapader
ID. No-16305067
Department of HRM,
University of Chittagong.

35. Any Question