In which approach are jobs compared and then the "important" jobs get points and "win"?

The job comparison approach focuses on evaluating and ranking jobs against one another to determine their relative worth within an organization. In this method, jobs are directly compared, and those deemed to be more important or valuable are assigned more points or higher rankings. This comparative analysis helps ensure that jobs that contribute significantly to the organization’s goals and functions are appropriately compensated.

This approach emphasizes the importance of contextual job significance, where different jobs are categorized based on their contributions and responsibilities. It differs from methods that assign points based on specific job factors or classifications solely based on predetermined job groups.

The other options represent different methodologies for job evaluation. The job evaluation approach is broader and could encompass various sub-methods including the job comparison approach. The point factor approach specifically quantifies each job based on various compensable factors, while the classification approach groups jobs into predefined classes or grades without directly comparing them in the same way as the job comparison method. Each of these alternatives has its own criteria for valuing jobs, emphasizing differing aspects of job value and significance.