Job evaluation is very different from performance evaluation, and these two practices should not be confused. While performance evaluation assesses how well employees are executing their jobs, job evaluation assesses the worth of the job to the organisation (Grobler et al, 2011: 405).

3.1. After job analysis preparations of job descriptions comes the essential stage of job evaluation, namely, the systematic comparison of jobs in order to establish a job hierarchy. In South Africa, popular job evaluation methods are based on the Factor Comparison Method and the Points Method. Critically analyse the Patterson Method of job evaluation (15 Marks)

3.2. Using the job classification method, jobs are classified and grouped according to a series of predetermined grades. Successive grades require increasing amounts of job responsibility, skill, knowledge, ability, or other factors selected to compare jobs (Snell & Bohlander, 2007: 390). Design two ways in which and organisation is able to categorise jobs with the aid of examples (15 Marks)