The point method has two notable ad

The point method has two notable advantages. First, it involves a comprehensive measurement of the relative worth of each job for the organization. Second, ranking jobs is easy to do once the total points for each job are known. On the other hand, it requires extensive time and effort to administer.


A study of different job evaluation systems that considered more than 16,000 jobs found that the resulting ranking of jobs was similar, regardless of the job evaluation method used. This suggests that, given that different methods produced the same end result, the ranking method should be used because it is the most advantageous form a practical standpoint (i.e., it requires less time and effort to administer). However, this same study found that pay grade classification was very much affected by the type of system used. That is, small changes in total job worth scores had a profound impact on the resulting pay structure. Thus, this result argues in support of using the point method because it is more precise and accurate regarding the computation of total job worth scores. Regardless of the job evaluation method used, fairness is an important issue to consider. Evaluators should be regarded as impartial and objective. In most cases, evaluators include supervisors and job evaluation analysts who are hired from outside of the organization (i.e., from a consulting firm).