13 Chapter 2: Critical Literature Review 2.1 ... - Dissertation

52began by providing a basic insight into job evaluation, and proceeded by introducing the NHS(Watts and Green, 2004). However, it was observed that the authors chose to subject the NHS toa critical perspective since they expressed that the NHS Job Evaluation System was still in atesting phase and it would be too early to consider it an outright success.The authors were of the opinion that the NHS Job Evaluation was based on the degree ofvalidity of the knowledge, skills, and experiences that a person held. The authors furtherelaborated that in consideration of the fact that these three categories were far too broad toperform an effective job evaluation, they had been broken down further into a total of 16 factorsthat were considered at the time of the job evaluation. It was established that each job isevaluated and is assigned a quantitative measure that is then used to judge the exactremuneration that a person holding the job should receive (Watts and Green, 2004). Generally,the quantitative measure assigned is based on the analysis of the 16 factors with respect to thejob as it is positioned alongside its supplementing job.The article was quite different from other articles analyzed in the study as the authorschose to shed light on the actual processes that were undertaken by the evaluators in carrying outjob evaluation. It was established that matching and local evaluations are two techniques used byjob evaluators. In a brief elaboration on the two job evaluation techniques, it was presented thatin cases where the specifications, responsibilities, and requirements of a job match that ofanother job, the pay scale of the job under consideration is matched with the pay scale of the jobto which it is similar (Watts and Green, 2004). In the case where the pay of the job underconsideration is not similar to any other job to which it can be matched, then the job is evaluatedlocally.