ABSTRACT
increasing attention is being given in many countries to job evaluation and merit rating, the first being concerned with the grading of jobs and the second with the grading of individual workpeople. Many examples can be found throughout industry of jobs which, for historical and other reasons, are graded and paid more highly than other jobs requiring equal or superior effort and skill. For example, a job which formerly required well-trained, highly paid craftsmen may now be done by less skilled men using easily operated machines, and yet the old grading and pay are still retained. The purpose of job evaluation is to assess the qualities required by each job, and then to try to bring grading and pay into line with the results of the evaluations. These adjustments will often be difficult because of resistance by workpeople whose jobs have been down-graded, and the changes may have to be made gradually over a considerable time.
