Introduction Job evaluation and its analysis is a process that entails the creation of structures that establish the worth of every job in an organization. It is based on job itself, the required skills, the specific duties, as well as the working conditions. Job evaluation aims at providing a fair, systematic and consistent mode of measuring the value of jobs in an organization (Otis & Leukart, 2004). Job titles can be misleading; in big enterprises, it might be difficult to remember various job titles existing, which calls for a detailed job description that will form a basis for the job evaluation. This paper will look at job evaluation in general, and identify various job evaluation plans that have been used by organizations. Point factor evaluation system The first thing that has to be taken into consideration is the identification of factors that can be compensated, and that are shared by the group being evaluated. In this system of evaluation, jobs are not evaluated at once, but instead they are broken down into various factors and sub factors. Their values are then measured separately, and those that have been grouped into factors are put together. The result of summing up individual values becomes the job’s value. The factors that are used in this evaluation process are responsibility, education and working conditions. The skill factor is further subdivided into sub factors that include complexity, knowledge and communication. Effort is further subdivided into physical and mental sub factors. Responsibility is further sub divided into decisions and resources (Kaufman, 2006). The point factor evaluation system starts as a point of information statement that acts as the main document to be used for the job evaluation. It is also used for other practices in the human resource sector, such as compensation, recruitment, performance appraisal and restructuring. This evaluation technique is unbiased, hence, more effective as compared to others (Heartfied, 2010). Ranking Ranking is another job evaluation process which is very easy and fast. It is also not expensive and quite efficient for small organizations that have few classifications of jobs. Jobs are placed in hierarchy from the top to the lowest ones. Its main advantage consists in the fact that it is simple, and it is easy to communicate the obtained results to employees (Heartfied, 2010). Classification In this process of evaluation, the various job groupings are described, after which a detailed report of the jobs within each grouping illustrates the various job’s characteristics. The various groupings are further grouped, based on the similarity between tasks. This system is mostly utilized by organizations that have limited resources. This evaluation method is simple and allows new jobs as well as those whose roles have changed to be included into the system. Aim of job evaluation There are various reasons why organizations carry out job evaluations. One of them is a change in an organization, which in turn requires new job places. This can also be carried out in case of reported dissatisfaction among employees on how the various jobs are graded. Such issues as those related to pay, may arise and compel an organization to carry out job evaluations. Benefits of job evaluation Job evaluation enables an organization to determine the duties and responsib