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Job analysis provides essential information for determining the relative worth of jobs through a process called job evaluation. The four main types of job evaluation include job ranking, job classification, point factor, and factor comparison. Job ranking and job classification are qualitative, while point factor and factor comparison are quantitative approaches. The point method, the most commonly used quantitative method, assigns point values to jobs based on selected compensable factors that the company values. This method scores jobs, which are then compared to establish their relative worth within the organization.
