Factor Comparison

What is factor comparison?

Factor comparison is a job evaluation technique used to evaluate and compare jobs, employees, or candidates based on a set of predefined factors or criteria. The factors used in a factor comparison can vary depending on the context and purpose, but they typically include factors such as skills, experience, education, qualifications, and job performance.

The purpose of factor comparison is to objectively evaluate and compare jobs, employees, or candidates in order to make fair and informed decisions about things such as promotions, pay, or hiring.

The process typically involves creating a list of the relevant factors or criteria, gathering data on the jobs, employees, or candidates being evaluated, and then comparing the data across the different factors. This can be done by using numerical scores or rating scales to assign a value to each factor for each job, employee, or candidate, and then comparing the scores or ratings. HBR’s compensation research identifies systematic job evaluation methods like factor comparison as essential for maintaining internal pay equity as organizations grow and roles evolve.

The result is a comprehensive evaluation of the jobs, employees, or candidates being considered, which can be used to make more informed decisions about how to allocate resources, assign responsibilities, and plan for the future.

What are the different types of factor comparison?

There are different types of factor comparison that can be used depending on the context and purpose of the evaluation.

Some examples include:

1. Job evaluation: This type of factor comparison is used to evaluate and compare jobs within an organization in order to determine the relative worth of each job. Factors such as skills, experience, education, qualifications, and job performance are used to compare jobs and assign them a value.
2. Employee evaluation: This type of factor comparison is used to evaluate and compare employees within an organization. Factors such as job performance, attendance, attitude, and teamwork are used to compare employees and assign them a value.
3. Candidate evaluation: This type of factor comparison is used to evaluate and compare candidates for a job opening. Factors such as skills, experience, education, qualifications, and interview performance are used to compare candidates and assign them a value.
4. Product comparison: This type of factor comparison is used to evaluate and compare products or services. Factors such as price, quality, features, and customer satisfaction are used to compare products or services and assign them a value.
5. Market comparison: This type of factor comparison is used to evaluate and compare companies or organizations in a market. Factors such as financial performance, market share, customer satisfaction, and innovation are used to compare companies or organizations and assign them a value.
6. Industry Comparison: This type of factor comparison is used to evaluate and compare an industry as a whole. Factors such as growth rate, profitability, productivity, and competitiveness are used to compare an industry and assign it a value.

What is the process of factor comparison?

The process of factor comparison typically involves several steps: SHRM’s total rewards guidance recommends combining factor comparison with regular market benchmarking to ensure job values remain competitive both internally and externally.

1. Define the factors or criteria: The first step is to define the factors or criteria that will be used to evaluate and compare the jobs, employees, candidates, products, companies or industries. These factors or criteria will vary depending on the context and purpose of the evaluation.
2. Gather data: The next step is to gather data on the jobs, employees, candidates, products, companies or industries that will be evaluated and compared. This data can be gathered through interviews, surveys, questionnaires, or other research methods.
3. Assign numerical scores or ratings: The data gathered is then used to assign numerical scores or ratings to each factor for each job, employee, candidate, product, company or industry. These scores or ratings will be used to compare the different items being evaluated.
4. Compare the scores or ratings: The scores or ratings are then compared across the different factors to evaluate and compare the jobs, employees, candidates, products, companies or industries. This can be done using a spreadsheet or other comparison tool.
5. Make decisions: Based on the comparison, the evaluator can make decisions about how to allocate resources, assign responsibilities, or plan for the future.
6. Review and update: The process should be reviewed and updated periodically to ensure that the factors or criteria used are still relevant and that the data used is accurate and up-to-date.

Job evaluation supports fair, defensible pay structures across the organization. Using pre-employment assessments alongside a structured hiring plan drives compliance. Strong talent acquisition focused on skills-based hiring improves outcomes.

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