A New Method Of Job Evaluation

Job within organization can be discussed in the context of its quantity possible to do, quality re-sulting from its difficulty level and effect achieved by the employee that is effects of his work. To measure job from a quantitative point of view we use work norms as a function of time standards, pro-ducts quantity or service level. It is much more difficult to measure qualitative job parameters than measuring quantity of job and its effects. In the literature we know several methods to job evaluation. However, none of them de-termines precisely the value of individual job evaluation within organization. The paper aims to develop a new method to measure and assess qualitative parameters of job in a simple, transparent, universal and timeless way. When evaluating a given feature, factor, object, subject we weight various quality and quantity criteria relative to an accepted pattern or value in a given organization, society or culture. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Building a system of job evaluation in the organization 7. synthetic criteria were taken: kno-wledge, experience, wisdom, psychological and physical effort, intellectual effort, responsibility and cooperation. Each synthetic criterion was given a few analytical criteria, which in turn was assigned a verbal, adjective level of intensity. To solve the problem we used a multicriterial problem solution me-thod AHP (Analytic Hierarchy Process). By pairwise comparison of each synthetic criteria (on a verbal scale) in relation to job quality in the Saaty’s fundamental scale we arrived a weight compari-son matrix (priorities) within the range [> 0,