A new method of job evaluation
A new method of job evaluation

Summary/Abstract: Job within organization can be discussed in the context of its quantity possible to do, quality resulting from its difficulty level and effect achieved by the employee that is effects of his work. To measure job from a quantitative point of view we use work norms as a function of time standards, products quantity or service level. It is much more difficult to measure qualitative job parameters than measuring quantity of job and its effects. In the literature we know several methods to job evaluation. However, none of them determines precisely the value of individual job evaluation within organization. The paper aims to develop a new method to measure and assess qualitative parameters of job in a simple, transparent, universal and timeless way. When evaluating a given feature, factor, object, subject we weight various quality and quantity criteria relative to an accepted pattern or value in a given organization, society or culture. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Building a system of job evaluation in the organization 7. synthetic criteria were taken: knowledge, experience, wisdom, psychological and physical effort, intellectual effort, responsibility and cooperation. Each synthetic criterion was given a few analytical criteria, which in turn was assigned a verbal, adjective level of intensity. To solve the problem we used a multicriterial problem solution method AHP (Analytic Hierarchy Process). By pair wise comparison of each synthetic criteria (on a verbal scale) in relation to job quality in the Saaty’s fundamental scale we arrived a weight comparison matrix (priorities) within the range [>0,<1]A sum of weights from comparisons of all synthetic criteria is equal to one. Next, the same scale was used for comparisons of analytical criteria (sub criteria) and their values in relation to particular synthetic criteria. Each analytical criterion was given weight (priority) resulting from comparisons, their total sum for each synthetic criterion is also equal to one. Next, each analytical sub-criterion in the system of work quality assessment was assigned adjectival level of intensity, also in a numerical scale calculated from a matrix of verbal adjectival comparison scale. The sum of those weights is also equal to 1. Our method differs from all its predecessors by the fact that a final weight (priority) for a given analytical factor is a multiplicative value transferring values from synthetic criteria onto analytical, those in turn into point assessments. Certain interdependencies between factors examined are not linear, just like in a real world. Having all the numerical values for all synthetic, analytical criteria and analytical intensity sub criteria, we calculated point values of hundreds of possible work positions in various enterprises. All those values were aggregated in matrices (tables). The method developed has a universal value in the sense, that with its use the job that can be valued can be directly manufacturing (service) as well as indirect – managerial or administrative. Moreover it can be used in various organizations, cultures, societies or states. The method is well grounded in cognitive psychology, applied mathematics and computer science.

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