Job Evaluation and Pricing (Session 2) on 11th July 2024

Earn 12 PDC's for SHRM-CP or SHRM-SCP.
Contact: Meritt Learning Center; www.merittconsultants.com
Email: [email protected]; +91-7428466822

SESSION PLAN:
Job Evaluation, Aspects of Job Evaluation : Analyzing the jobs and determining the relative internal value of each job vis-à-vis the other jobs in any organization.
Job Evaluation Methodologies, Job Design : Design of a job evaluation plan, like job-to-job, job-to-scale etc.
Point Rating Method, Linking Job Points to Pay Points : Here, we will consider some key aspects of the job as a sample to subjectively qualify (describe) and objectively quantify (measure) the same as much as possible. These are the job evaluation factors, also more commonly known as the ‘Compensable Factors’.
Job Evaluation and Pay Determination : Consider relative scales between remuneration and job size, for both internal and external market comparisons.
Job Pricing, Narrow Banding, Broad Banding : The next logical step is the job pricing, which means assigning a rupee or a dollar amount for each of the jobs evaluated, keeping both internal and external equities in mind.

YOU WILL PRACTICALLY LEARN :
To identify compensable factors
Create Grade Levels and descriptors for every grade for every compensable factors
Grading the job / role through Job Analysis
Evaluate the job description based on 4 compensable factors and categorize them
List out the positions in Gradewide
Fix Salary Grades
Benchmark Salary data
Fix monthly Salary and Salary range
Create Scattergarph and Payline
When done, this would then conclude the job program exercise in the company.

Contact
Meritt Learning Center
Email: [email protected];
Contact: +91-7428466822
www.merittconsultants.com