Job evaluation is a term that comes from Human Resources departments, and refers to the value given to each task within a company, which determines aspects such as the salary of each particular job, as well as the elements to be taken into account when increasing it. In order to do so, various aspects are taken into account methodologies that aim for the most objective assessment possible, This is one of the ultimate objectives of job evaluation in the strict sense of the term.
Job evaluation is the procedure that deals with defining the value of each of the tasks performed in a company. In turn, these tasks are associated with different jobs, which allows the objective value of the company's tasks to be translated into the specific value of each of the employees who carry them out.
The importance of job evaluation lies in the fact that it allows an objective and tangible analysis of the importance and value of each of the tasks that have to be carried out in order for a company to function. This also makes it possible to to analyse and assess in an equally objective and tangible manner the importance of each of the jobs that deal with these tasks, which makes it possible to discern the importance that each job has in the company and, consequently, the economic resources that should be allocated to each job. In other words, the valuation of jobs makes it possible to establish a salary structure, The Committee of the Regions has also been involved in the development of the new system, in determining the value of individual posts and, in the longer term, in establishing the periodic review of salaries.
Of all the existing methodologies for job evaluation, the Point Factor Method is the most commonly used method. and the most prestigious, as it is considered to be the most objective of all the methodologies that can be used in this respect.
The Factor Points Method divides the different tasks performed in a company, which are called “factors”.”. Each of these factors is given a specific value, which adds up to points in the job evaluation. In addition, each of the factors has different “degrees”.”, which refer to the intensity with which each of the above-mentioned factors is carried out. In this way, the assessment of each of the jobs in a company can be carried out taking into account the tasks (factors) and the intensity (degrees) that are associated with each of the jobs, which makes it possible to establish a hierarchy of the jobs with the objective perspective provided by a analysis based on a concrete and easily quantifiable score.
When it comes to improving employee compensation, it should be borne in mind that, although salary is the main and most valued part of employee compensation, it is not the only part. In this sense, it is possible to improving the purchasing power of employees without the need to implement a direct wage increase, which can be achieved by improving workers' social benefits through options such as Ticket Restaurant, Childcare Ticket o Transport Ticket, among others. These options allow the employee to increase his or her purchasing power without the need for the company to directly increase wages, which translates into an improvement in the employees' working conditions without affecting the company's expenses.
