job evaluation :- the mean of job evaluation, discussion about the process of job evaluation, methods or Technics of job evaluation Like :- Ranking method: in this method we have to rank for the job as per the importance of the job then points rating method under this method e have to give the point to the job,which is being evaluated then grading method it is on the basis of the pre-determined grade for specific jobs then we also discuss the factor comparison method and merits & demerits of job evaluation, Compensation management and its component objectives of compensation management, Initiatives taken by the GoI regarding the wage and salary and its regulations.

1. Submitted To :- Presented By :-
Dr. Aneesya Sharma Subhash Chand
Asstt. Professor, GLA University Vishnu Kumar
Mathura, Uttar Pradesh Suraj Kumar
Vijay Kumar
Vivek Sharma
Somesh Parihar
Vivek Vishkarma
Topics
Job Evaluation, Compensation & its
Components, Initiatives taken by GoI
towards wage Administration &
Regulations.
MBA 1st year (F)
April-2019

2. Job Evaluation

3. Means to.. Job Evaluation
Job Evaluation is the process whereby an Organization
Systematically Establishes its Compensation programme.
In this process jobs are ranked to determine each jobs
Appropriate worth
According to Kimball and kimball :- Job Evaluation represent an
effort to determine the relative value of every job in a plant to
determine what the fair basic wage for such a job should.

4. Process of ..job Evaluation

5. Methods of.. Job Evaluation

6. Ranking Method
• All jobs are arranged or ranked in the order of
their importance.
1 23

7. Example.. GLA University
Department of MBA.
Head of the Department
Program Co-Ordinator
Class advisor
Faculty

8. Grading Method
• A number of predetermined grades for
classification established by a committee and
then various jobs are assigned with in each
grade.
• After formulated job description and job
specification , grouped into classes or grade
which represent different pay scales.

9. Point Rating Method
• Based on the assumption that it is possible to
assign points to respective factors which are
essential for evaluating an individuals job.
• Points are assigned, the sum of these points
give us an index of the relative significance of
the job.

10. Factor comparison Method
• Under this method, instead of ranking complete job.
Each job is ranked according to a series of factor,
these factor include the mental efforts, physical
efforts , skill needed, responsibility, working
conditions etc….
• Pay will be assigned in the method by
comparing the weight of factors

11. Merits of.. Job Evaluation
• It helps in devising an acceptable wage.
• It helps in the proper placement of the
workers in jobs.
• It helps the personal department to recruit
the right person for a job.
• It helps in formulating the internal training
plane

12. Demerits of.. Job Evaluation
• Lack of complete accuracy
• Unrealistic assumptions
• Selection of the suitable method
• Equal pay for equal job
• Not exactly scientific

13. What is.. Compensation
• All form of finical and tangible services and
benefits employees receives as a part of an
employment relationship
• Compensation from employees and employers
point of view

14. Compensation Management
• It is a process of determining cost effective
pay structure, designed to attract and retain,
provide an incentive to work hard, and
structured to ensure that pay levels are
perceived as fair.
• Compensation system are the finical reward
structures organizations use to compensate
individuals for the work for the organizations.

21. DEFINATION
 Wage:
A regular payment, usually on an hourly, daily, or
weekly basis made by an employer to an employee,
especially for manual
or unskilled work.
 Salary:
A fixed regular payment, typically paid on a monthly
basis but often expressed as an annual sum, made by
an employer to an employee, especially a professional
or white-collar worker.

22.  A group of activities involved in the
development, implementation, and
maintenance of a pay system.
 An ongoing process of managing a wage and
salary structure
Wage and Salary Administration

23.  Tohave a scientific, rational, and balanced wage and
salary structure.
 In a salary administration, the employer should not feel
that the employees are paid more than they deserve
and the employees should not feel that they are
underpaid.
 The ultimate goal of wage determination process is to
establish & maintain an equitable wage structure that
enhances the employee commitment to the
organization.
Why do we need to study Wage and Salary
Administration?

24. Wage determination process
Jobanalysis Jobevaluation Wagesurvey
Preparationof
wage
structure
Designing pay
ranges

25. Initiatives taken by the.. GoI
• Payment of Bonus Amendment Act,
• Payment of Wages (Amendment) Act, 2017

26. Cont…
• Child Labour (Prohibition and Regulation)
Amendment Act, 2016.
• The Employee Compensation (Amendment)
Act.

27. Cont…
• Maternity Benefit Amendment Act, 2017
• The Payment Of Gratuity (Amendment) Act,
2018.

28. Regulations Under the Wages Act 1949
Regarding the payment of minimum wages:-
• The minimum wages has to be paid without any deduction
other than statutory deduction
• Payment of wages less than minimum wages on the ground
of less performance or output is illegal

29. CONT… Regarding fixing hours of work
For the Adult worker working in factories :-
• Number of working hours should not exceed 48 hours with 1
hour Rest interval.
• Provision of Compensatory Holiday / Overtime wages if
working on holiday.

30. Regarding to time wage
• If the person has worked for more than 48 hours in a week
then, the excess hours worked will be treated as overtime.
• Overtime wage rate will be twice of the normal wage rate.
• Employer could not provide the activities of the job then the
employee is entitled to receive full salary.
• Employee has not worked due to his unwillingness then, the
employee is not entitled to receive full salary

31. Regarding the Record to be Maintained
• Particulars of employed persons
• The work performed by them
• The wages paid to them
• The receipts given by them

32. •Thank You