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Purpose – The paper aims to make an x-ray of the ways of approaching the job evaluation process during the last century. Job evaluation is an essential component of human resource management, but at the same time it is responsible for determining the value of a job in an organization. Job evaluation is based on the types of activities necessary to perform the tasks of a job or by extrapolating, the work/labor type and work/labor value associated with a job. Methodology/approach - The paper starting point consists in the review of the main types of job evaluation methods, as currently defined and accepted. Once the current concepts are established, we will move on to the second stage of the paper, which will consist of analyzing the original approaches to work/labor management in the meanings defined by Taylor and Bedeaux. This analysis aims to identify concepts similar to those used in job evaluation. Findings – The paper has two objectives: a) to draw similarities between the methods of work/labor evaluation proposed by Taylor and Bedeaux and the methods of job evaluation; b) applicability verification of the working hypothesis based on the use of work/labor evaluation as a reference for selecting the most objective methods of job evaluation. Research limitations/implications – One of the research limitations is the fact that in the specialized literature there is no general consensus regarding the classification and content of job evaluation methods. Practical implications – Identifying correlations between work/labor evaluation methods and job evaluation methods, will create the premises for determine ways for identifying those job evaluation methods that offer the highest levels of objectivity Originality/value – Using the work/labor evaluation methods developed by Taylor and Bedeaux as references in selecting the most objective job evaluation methods. |
