A NEW METHOD OF JOB EVALUATION - ResearchGate

If one of the criteria has an advantage over another one in terms ofcomparison (a case of equivalence of both criteria in evaluation of jobquality), the evaluators (specialists) mark equal domination of criteria (noadvantage), describing this fact in the table as “balance”.The comparisons are done by experts, researchers – specialists in thefield of human resources management, practitioners – human resourcesmanagers, company directors,6. Determining in the hierarchy preferences of analytical criteria throughcomparison in pairs of their importance juxtaposed to the values of eachsynthetic criterion, using the fundamental preference scale of T. Saaty,7. Determining the verbal level of intensity of each analytical criterion inorder to establish multi-level partial criteria of job evaluation,8. Quantification of verbal opinions on importance of comparison ofsynthetic criteria based on the fundamental preference scale of T. Saaty.Quantities should be relatively stable,9. Quantification of verbal opinions on importance of comparison ofanalytical criteria. These quantities should be also relatively stable,10. Quantification of adjectival, verbal degrees of intensity for analyticalcriteria,11. Determining “local” priorities (weights) in the [>0,