1.Job evaluation is not exactly scientific
2.There may be wide fluctuations in compensable factors in view of changes in technology, values and aspirations of employers etc.
3.Jobs of equal content or grade may not attract the workers equally.
4.Job evaluation programme once structured may not be useful for the next time.
5.The wages fixed for a job on the basis of job evaluation might not retain workers who can make much money else-where because of law demand and supply.
6.There is a strong feeling among the workers that individual merit should be rewarded as some kind of merit rating scheme has to be superimposed upon evaluated wage rates.
7.It tends to be inflexible in so far as it does not place right deal of emphasis on the wage rates prevalent in the industry as a whole.
8. Trade unions often regard job evaluation with suspicion because some of the methods are not scientific and are difficult to understand. They fear that the job evaluation will do away with collective bargaining for settlement of wages.
Methods of Job Evaluation :
There are four types of job evaluation methods. There can be divided into two categories :
1.Non-quantitative methods:
1. Ranking or job comparison
2. Grading or job classification .
Quantitative methods :
3. Point rating.
4. Factor comparison
Ranking Method : The job ranking method is the simplest of all methods. A committee of several executives is constituted which evaluates the job descriptions and ranks them in order of importance beginning with the most important job to the least important job in the organization. No specific factors are used for consideration.
The purpose of ranking is to determine whether a job involves the same level of duties, responsibilities and requirements as others in the series or a higher or lower level than they do. By comparing the jobs, the rank order of importance of each can be determined.