Job Evaluation Study

Up to now, the method of job evaluation is either completely qualitative (eg. Ranking method, Classification method) or completely quantitative (eg. Factor comparision method, Point method, Hay guid chart-profile method, Principal component analysis method ). In fact, comprehensive evaluation of many compensable factors is necessary during job evaluation, and some compensable factors can be quantitated, but some can not be. It will lower the result's objectivity if factors which can be quantitated are qualitatively evaluated. Adversely, it will lower the result's reliability.This paper introduces the Analytic hierarchy process (AHP) into job evaluation that combines qualitative analysis with quantitative analysis. The paper designs the steps of job evaluation by AHP, and states some relevant technologies, demonstrates the usage of it in practice with an example. The application of AHP in job evaluation can increase the result's reliability and validity, thus ensure internal fairness of firm's compensation system, which is significant for attracting and reserving useful employees, stimulating employees to improve their performance continuously and enhancing the firm's competence.