Non-conventional techniques of job evaluation


The important among the non-conventional techniques of job evaluation are:

1. Time-span of discretion theory.
2. Decision-banding.
3. Direct consensus method.
4. Guide-chart profile method.
5. Problem solving compensable factor
6. Guide line method
7. Profile method

Time span of Discretion Theory:

Professor Elliott Jaques, based on his investigation into organizational structure, roles, relationship at a Metal Company in England constructed a different system for determining rates of pay based on psycho-economic considerations. The system incorporates replacement of the conventional techniques of salary determination on the grounds that they are based on relative strengths of the bargaining parties and fixation of salary on subjective judgment and assumptions.

The laws of wage fixation are the laws of the jungle. The system suggests a technique which will give social, psychological and economic satisfaction to the employee. It must have a presence of objective and scientific procedure and should be free from political power and negotiating strengths.

According to the Professor, employee would be in a state of equilibrium when his capacity to do certain volume of work ( C ) matches with the actual level of work turned out by the employee in his present role based on job demands (W) for which correct payment is made (P) that is C.W.P. Employee feels,

1. Inequitable treatment when capacity matches work and payment is below par i.e. C= W < P. 2. Frustration when capacity matches with pay and work is below the capacity, i.e. C=PTime-span Discretion:

General and universal pay structure can be introduced and practiced when the level of work (W) is measured by ‘time-span’. The work must be divided into prescribed and discretionary activities. The discretionary activities are defined as those aspects of a work role about which a subordinate must exercise his own discretion. Prescribed activities are carried out by following the laid down rules and procedures.

The time-span of discretion is “the longest period of time which can elapse in a role before a superior can be sure that his subordinate has not been exercising marginally standard discretion continuously in balancing the pace and quality of his work. Thus, the time span as the time in hours (or days) from which an error, for example, too much material left or too rough a finish by one operator goes until it is detected by the next operator in sequence of work or by the inspector or supervisor.

Equitable Work Payment Scale:

‘Equity payment theory’ is related with the time span of discretion. “Equitable payment is the common norm, which people in roles of the same time span, when asked in confidence, indicate they would consider theirs to be fair pay. Feeling of inequity or dissatisfaction of pay is due not only to comparisons but also from maladjustments in CWP relations.

Standard Earnings Progression:

Standard payment and progression method involves determining the time-span bracket for each job holder and assigning the equitable salary bracket. Under this method, a person’s actual earning progression during the past years until to date is plotted graphically. The superior makes a potential assessment for the man, based upon his work performance and history. Pay adjustment are made in accordance with movements in the country-wide salary index. The immediate superior assesses the performance of the employee and adjusts the pay from time to time.