MIR International Job Evaluation Method
Introduction
MIR International Job Evaluation Method (MIR) is a job evaluation methodology which has been utilized since 1975. MIR provides for a comprehensive set of job description procedures that are designed to yield a consistent and objective evaluation of the different types of jobs in an organization. This methodology has been developed and refined over the years, and is currently regarded as a useful tool for establishing an accurate model of job evaluation and remuneration.
The Structure of the MIR Methodology
The MIR International Job Evaluation Method is structured around the four basic criteria of skills, knowledge, experience, and results. These criteria form the basis for a comprehensive job evaluation method and are used to determine how jobs are rated according to their importance and contribution to the organization. These criteria are further broken down into subcriteria such as operational tasks, supervision of staff, interpersonal relationships, decision-making, and other key elements that contribute to the successful performance of a job.
The MIR methodology also identifies key questions which are used to define the qualifications and responsibilities of a job. This involves assessing the scope, complexity, and scope of the job, and the proficiency level required to perform it effectively. The answers to these questions form the basis of the job evaluation, allowing for an accurate comparison between jobs across a range of different organizations.
The Process of Job Evaluation
The evaluation process begins with compiling a job description. This job description should contain all of the key elements necessary to evaluate a job, and should be based on a clear and detailed definition of the role and the qualifications needed for it to be successfully performed.
Once the job description is prepared, the MIR job evaluation team will evaluate the job according to the criteria and questions outlined above. The team will then assign a score based on the results. This score is then combined with the job ratings determined by the other criteria and the job is assigned a numerical rating on the MIR International Job Evaluation scale.
This relative rating enables an organization to compare positions with each other and to accurately assess which roles require a higher level of skill and experience. The resulting score can then be used to structure salary scales, promotions, and other forms of remuneration.
Conclusion
The MIR methodology provides organizations with a consistent and reliable job evaluation system which is capable of providing an accurate and effective assessment of job performance and worth. By accurately evaluating and rating positions, organizations can accurately identify the most qualified candidates, design suitable remuneration structures, and ensure that positions are appropriately remunerated based on their importance and contribution to the organizations success.
