What are references to support the following - Selecting between qualitative and quantitative methods for job evaluation is contingent upon the particular requirements and organizational context. Implementing qualitative techniques like ranking and classification is easier and less expensive. They are based on the opinions of evaluators and are subjective. Comparing jobs to one another and arranging them in order of increasing value to the organization is the process of ranking. Classification is the process of grouping jobs according to how similar their tasks and responsibilities are. These techniques work best in smaller, less complex organizations with fewer job titles. On the flip side, the Point Method is a quantitative approach that is more methodical and objective. It entails determining the most important compensable factors (like skills, effort, responsibility, and working conditions), giving them weights according to their significance, and then rating jobs according to these factors. Although this method offers a more thorough and accurate evaluation, it is more complicated, time-consuming, and expensive to implement. Larger companies with a wide range of job titles and complexity levels are the ideal candidates for it. I would take into account the organization's size and complexity, the resources available for job evaluation, and