Job Evaluation vs. Job Analysis: What’s the Difference?

Job Analysis is a careful study of each and every aspect of a particular job. Job Evaluation is an attempt of assessing the relative utility of a particular job in an organization. To develop the present methods and techniques of doing a job. To determine a fair wage of a job.

Differences between Job Analysis and Job Evaluation.

What is a job analysis?

A job analysis is a procedure where human resources experts or business executives assess the responsibilities of each internal position within their organization as well as the qualifications and resources needed to carry out tasks successfully. For instance, a software engineering position might require tasks like developing fresh or updating current business software. To perform their jobs effectively, employees in these positions might need credentials in coding languages or security engineering as well as skills like technological knowledge. You can use the following techniques when conducting a job analysis:

When companies update the duties of current positions or hire candidates for new positions, they frequently go through job analysis processes.

What is a job evaluation?

A job evaluation is a process in which human resources experts or business executives assess internal positions in light of the value they offer to their organization. For instance, executive leaders may conduct a job evaluation and find that sales positions are very valuable; as a result, they may decide to increase the size of their sales team. Businesses can select from a variety of job evaluation techniques, such as:

Job evaluations are typically conducted by businesses to administer updated, fair internal salaries for their employees or to determine whether or not changing certain roles and responsibilities would be advantageous.

Key differences between a job evaluation and job analysis

Although a job evaluation and job analysis share some similarities, they also have some significant differences. These include:


Often, a company’s reasons for conducting a job evaluation are different from those of a job analysis. For instance, a business may employ job evaluation techniques to ascertain the benefits each professional provides the organization. In the meantime, that same business can carry out job analysis procedures to pinpoint areas for development for each position within the organization.

When combining these two processes, job evaluations may be necessary when comparing internal employee salaries to company budgeting. Then, internal leaders can use job analysis procedures to determine the qualifications and resources each role requires when updating already-existing positions or adding new ones to the same organization.

Distinct steps

Job evaluations typically follow different steps than a job analysis does. The following are typical procedures that businesses use when conducting a job evaluation:

The typical procedures a company uses when conducting a job analysis are as follows:

Specific tools

Additionally, a company may choose to use different methods and tools to conduct job evaluations and job analyses. Business leaders may use management technology tools specifically to aid in job evaluations. This might make determining the worth of each position you want to analyze simpler. With a project management system, for instance, you can assess which roles completed particular project tasks, defining which team members contribute particular skills to your business. You can also use financial technology tools to speed up your comparisons when looking at internal salaries.

On the other hand, you might use analytical technology tools to look at your company’s productivity while conducting a job analysis. You can identify areas where your teams might need extra help with their daily tasks by consulting these analytics. These requests can be fulfilled by properly allocating tasks to team members or by adding more team members.


A company may benefit from conducting job evaluations to make sure that each position’s pay is commensurate with the number of duties and degree of responsibility required. This can assist in removing potential pay disparities and promoting employee satisfaction.

A company may carry out a job analysis procedure prior to hiring new employees to identify the precise responsibilities and qualifications they desire in candidates. Additionally, by using this knowledge, businesses can create job descriptions that are effective when posting positions online. You can also conduct an analysis to look at the tools or technology that employees need for their jobs. A social media strategist, for instance, might need social media listening software to carry out their duties. Because proactive tool provision can help employees more easily achieve their goals and contribute to the objectives of their companies, it is important.


What is the importance of job analysis and evaluations?

What is job evaluation? A definition. The methodical process of determining the relative worth of various jobs within an organization is called job evaluation. Comparing jobs to one another is the aim of job evaluation in order to develop a pay scale that is uniform, equitable, and fair for all.

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