The simplest job evaluation method ranks each job relative to all other jobs, usually based on some overall factor like “job difficulty”. There are several steps in the job ranking method.
Obtain job information: Job analysis is the first step: Job descriptions for each job are prepared and the information they contain about the job’s duties is usually the basis for rankings jobs. Sometimes job specifications are also prepared. However, the ranking method usually ranks jobs according to the whole job, rather than a number of compensable factors. Therefore, job specifications which list the job’s demand in terms of problem solving, decision making skills, for instance are not as necessary with this method as they are for other job evaluation methods.
"Ranking This method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization. The 'worth' of a job is usually based on judgements of skill, effort (physical and mental), responsibility (supervisory and fiscal), and working conditions".
Three Technique can be used for ranking jobs. These techniques are as follows:
1) Job Description: In this technique , a written jobs description is prepared for every jobs.The job Description are then studied and analysed.The diffrences between them in terms of duties, skills requirements, etc.Each job is assigned a rank depending upon its relative significance. Several raters may independently rank job.The average of these ratings is calculated to determine the final ranking.
2) Paired Comparisons: In this technique each job is paired with every job in the series.The most difficult job in each pair is identified.Rank is assigned on the basis of the no. of times a job is reted more difficult
3) Rank jobs: For example, give each rater a set of index cards, each of which contains a brief description of a job. Then they rank these cards from lowest to highest. Some managers use an “alternation ranking method” for making the procedure more accurate. Here you take the cards, first choosing the highest and the lowest, then the next highest and next lowest, and so forth until you’ve ranked all the cards. Jobs in this small health facility are ranked from orderly up to office manager. The corresponding pay scales are on the right. After ranking, it is possible to slot additional jobs between those already ranked and to assign an appropriate wage rate.
It is simplest and oldest method.
Very effective when there are relatively few jobs to be evaluated (less than 30).
It is very economical and less time consuming.
It involves little papper work.
Difficult to administer as the number of jobs increases.
Rank judgements are subjective.
Since there is no standard used for comparison, new jobs would have to be compared with the existing jobs to determine its appropriate rank. In essence, the ranking process would have to be repeated each time a new job is added to the organization.
It does not indicate the degree of difference between diffrent jobs.