Two of the most common techniques of job evaluation
are first, whole job ranking, where tasks are as a
whole rated and compared against one another, and
second technique consists of giving points for a
number of facets of the given job. Within the points
system, various aspects or areas of a job are
analyzed. For example education and experience needed
to do the job are evaluated. In this example, the
greater the educational level required for the job,
the greater number of points awarded. The renowned
points plan was created by Hay Management Consultants
in 1951. This plan examines job duties within the
light of three major factors - general understanding,
problem solving, and accountability.

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