Work Positions Ranking - Methods and Techniques☆

Abstract The evaluation of work positions requires undergoing the following stages: the acquisition of all information about the position that is submitted to the evaluation; the identification of the factors that make the evaluated position outstand within the organization. Usually, factors such as: skill, responsibility, work conditions, labour difficulties, the size of the subordinated team, the level of creativity required by the job in question, the decision-making power, etc are taken into account, so as to determine the level or relative importance of each factor within the work position, which will ultimately determine the ‘quote’ of the position. The basic methods that can be used in the job evaluation system are: the point method, the comparing factors method, the classification method (the grading of positions) or the hierarchy of positions. The application of the point assessment method in the case of S.C. Clujana S.A. Cluj-Napoca has determined the use of a universal set of factors, for any type of position, such as: skills, responsibility and work conditions; however, each organization must select its own set of factors, depending on its specific requirements. In our case, for the productive (execution) positions we employed factors such as: skills, effort and work conditions, while for the evaluation of management positions, we focused on factors such as: knowledge, responsibility and decision-making requirements. Each factor, sub factor and degree of intensity receives a score reflecting its relative importance. In order to obtain a hierarchy of the work positions, each factor is ordered according to its importance for each key position, receiving a rank from I to V, the prior reflecting a higher placement of the position in relation to that factor.