IR 213 – DR.
VIRGEL BINGAHY
History of Job Evaluation
Submitted by: Jethro Angelo I. Eugenio
WHAT CAN YOU SAY ABOUT THE PICTURE?
NOWADAYS..
Pink collar jobs - A pink-collar worker is also a
member of the working class who performs in the
service industry. Example: Waiters, clerks,
salespersons, etc.
Red collar jobs – government type workers.
Gold collar jobs - A gold-collar worker is a highly skilled
multi-disciplinarian or knowledge worker who combines
the mind of a white-collar worker with the hands of a
blue-collar employee. Example: Designers, researchers,
analysts, engineers, and lawyers
New collar jobs - develops technical and soft skills
needed to work in the contemporary technology
industry through nontraditional education paths
ORIGINS
Frederick Taylor
Father of Scientific
Management
Worked on ways to
improve productivity at a
Steel company
Formulated scientific study
of assigning pay to jobs
Workers were to be
selected appropriately for
each task.
HISTORY
The first point system was developed in the
1920s.
Employer associations have contributed greatly
to the adoption of certain plans.
The spread of unionism has influenced the
installation of job evaluation in that employers
gave more attention to rationalized wage
structures as unionism advanced.
As organizations became larger and larger and
more bureaucratized the need for a rational
system of paying employees became evident.
HISTORY
In 1950s, the techniques and processes of job
evaluation were developed and perfected during this
time period.
With the advent of the Civil Rights movement, job
evaluation literally got written into the law.
The Equal Pay Act of 1963 required jobs to be
compared on the basis of skill, effort, and
responsibility to determine if they were or were not
equal.
A 1979 study of job evaluation was made by the
National Research Council under a contract from the
Equal Employment Opportunity Commission
HISTORY
The gender issue in pay has in fact registered a
significant effect on the use and spread of job
evaluation worldwide (Aganon, 2008).
The concern for equal pay for men and women
contributed to the hastening of the development
of job evaluation systems.
Such discrimination resulted from the use of
different plans for different employee groups,
from the compensable factors employed, from the
weights assigned to factors, and from the
stereotypes associated with jobs
HISTORY IN THE PHILIPPINES
Emerged sometime in 1960’s
Introduction and use of Hay profiling method
Job content is analyzed in terms of three major
factors which are present to some degree in every job
Source: https://slideplayer.com/slide/6219110/
EXAMPLE:
Source: https://www.slideshare.net/Armenian_HR_Assocaition/hay-jobs-evaluation
IMPORTANT CONCEPTS IN JOB
EVALUATION
Equal Pay for Work of Equal Value
Jobs of the same value should be paid the same even
if they are different from one another.
In job evaluation, the value of jobs is derived from a
common set of criteria to measure their relative
worth.
Theory of Comparable Worth
Traces its roots to observations regarding gender
differentials in pay and the contention that job
evaluation systems themselves reinforce the gap.
SUMMARY
In the past, job evaluation is used to evaluate
white collar and blue collar jobs (Aganon, 2008).
All job types from managerial to factory jobs are
subjected to job evaluation because organizations
want to make sure they are pricing their jobs
correctly based on their relative worth or
contribution to the organization.
REFERENCES:
Aganon, Marie E. (2008). Job Evaluation &
Strategic Compensation. Quezon City:
Central Bookstore.
https://www.slideshare.net/Armenian_HR_Asso
caition/hay-jobs-evaluation
https://slideplayer.com/slide/6219110/
