Job evaluation, which is also known as role analysis is a method which assesses the value of jobs in the organization in a relative manner. This method is done systematically to establish job size. Job evaluation is pivotal in establishing the ideal compensation for a given job. The total score for every job is reached by a process that measures objectively the different elements contained in that job. These elements include expectations, skills involved and functions. A ranking is done according to the size of the job. This facilitates a standardized and objective evaluation system. Job evaluation is a very effective method which can be used to address the issue of structural pay discrimination. The procedure analyses the job in an objective manner in relation to the skills involved and enables optimal compensation package designing.
Job enrichment refers to the modification of the work environment and the process involved in work in a manner that eliminates monotony and boredom and provides a challenging and interesting work environment for the employee. Monotony and boredom creep into the work place as a result of autocratic management structures, cyclic procedures and processes and an environment which does not reward initiative and new ideas. The present method of job enrichment has as its basis the job characteristics model developed by Hackman and Oldham, which in turn, was the condensation of the work of Frederick Herzberg done on job satisfaction. Job enrichment seeks to address causes such as these and improve efficiency at the workplace. Job enrichment, as a managerial technique involves three major steps. They are: 1. Turning the effort of the employee into performance: Too often, the effort of the employees is not aligned. Lack of coherence among different employees in a department and between different departments causes a waste of time, resources and effort and leads to reduced efficiency. It should be ensured that all the employees are aware of the objectives of the company. The employees should be provided with the necessary resources to perform their duties. The work environment must be made friendly and motivating and elements and processes that may encourage hostility and mistrust should be done away with. The dissemination of information and operational knowledge should be made systemic. All the individuals should have open access to knowledge and information about new technology. Job rotation can be helpful. 2. Linkage between performance and reward: There should be a clear and transparent way of measuring performance and reward. 3. The reward should bring satisfaction to the employee: The employee should be satisfied with the reward he has been given. This can be found out by getting the feedback of the employees.