Which of the following job evaluation methods is most obviously a quantitative method?

The point method is considered the most obvious quantitative method among the job evaluation methods listed. This approach involves assigning numerical values to various job factors, such as skills, responsibilities, effort, and working conditions, based on their importance or contribution to the job. Each factor is weighted according to its significance, and jobs are assessed and scored on each factor. The total points a job earns determine its position in the pay structure relative to other jobs.

This numerical scoring system offers a systematic and objective way to evaluate job worth, making it easier to compare multiple jobs within an organization based on quantifiable metrics. Organizations often prefer this method because it can provide a transparent framework for compensation decisions.

Other methods like the job classification and ranking methods rely more on qualitative assessments, such as broad categories or subjective comparisons of job worth, which do not lend themselves as directly to quantitative analysis as the point method. The factor comparison method, while it does involve some numerical evaluation, is more complex and relies on comparing jobs to a standard set of factors rather than strictly assigning a point value to each job based on its characteristics.