Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
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this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
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www.workbench20.com
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http://sandymillin.wordpress.com/iateflwebinar2024
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For more information, visit-www.vavaclasses.com
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Basic Civil Engineering Notes of Chapter-6, Topic- Ecosystem, Biodiversity Green house effect & Hydrological cycle
Types of Ecosystem
(1) Natural Ecosystem
(2) Artificial Ecosystem
component of ecosystem
Biotic Components
Abiotic Components
Producers
Consumers
Decomposers
Functions of Ecosystem
Types of Biodiversity
Genetic Biodiversity
Species Biodiversity
Ecological Biodiversity
Importance of Biodiversity
Hydrological Cycle
Green House Effect
2. Meaning of Job Evaluation
Job evaluation : Systematic way of determining
the value or worth of a job in relation to other jobs
in an organization.
It tries to make a systematic comparison b/w jobs
to assess their relative worth for the purpose of
establishing a rational pay structure.
3. Features of Job Evaluation
Tries to assess jobs, not people.
Standards of J/E are relative, not absolute.
Basis of Job Evaluation is job analysis.
Carried on by groups not individuals.
Degree of Subjectivity is always present.
4. Job Evaluation Vs Performance Appraisal
Point Job Evaluation Job Appraisal
1.Meaning Finding the relative worth Finding the worth of a
of a job. jobholder.
2.Aim Determine wage rates of Determining incentives
different jobs. and rewards for superior
performance.
3.Shows How much a job is worth How well an individual is
doing an assigned work.
5. Job Evaluation Vs Job Analysis
Job Analysis : A systematic way of gathering
information about a job.
Job Evaluation begins with job analysis and
ends at the point of determination of worth of a
job.
6. Process of Job Evaluation
Gaining Acceptance
Creating Job evaluation Committee
Finding the jobs to be evaluated
Analysing and preparing job description
Selecting the method of evaluation
Classifying jobs
Installing the programme
Reviewing periodically
7. Conducting Job Evaluation: Guidelines
Rate the job-not the person or employee on the job.
Strive to collect all the facts accurately.
Look especially for distinguishing features of jobs and
relationship to other jobs.
Job evaluation must be conducted systematically, based on
factual and accurate information.
The result must be fair, rational and unbiased to the
individuals being affected.
8. Benefits of Job Evaluation
Link pay with the requirements of the job.
Systematic procedure for determination the relative worth of jobs.
Outcome is an equitable wage structure.
Employees and unions are also an active part of the Job evaluation
process.
Helps in evaluation of new jobs.
Points out possibilities of more appropriate use of the plant’s labour
force.
10. 1. Ranking Method
As per this method, jobs are arranged from
highest to lowest, in order of their values or merit
to the organisation.
Jobs can also be arranged according to the
relative difficulty in performing them.
The job at the top has the highest value and job
at the lowest has the lowest value.
Jobs are arranged in each department and then
department ranking are combined to develop an
organisation ranking.
Cont…..
11. e.g.- Ranking of jobs in any department can be done as
follows- Rank Monthly Salaries(in INR)
1. Accountant 3000
2. Accounts Clerk 1800
3. Purchase 1700
Assistant
4. Machine- 1400
operator
5. Typist 900
6. Office boy 600
The variation in payment of salaries depends upon the
nature of the job performed by the employees. Also the
ranking shows the variation in type of job being
performed.
Cont….
12. Merits of Ranking Method
Simple to understand and practice.
Best suited for small organisation.
Demerits of Ranking Method-
Ranks are highly subjective in nature.
Rankings are difficult to develop in large, complex
organisation.
May offend employees.
13. 2. Classification Method
As per this method, a predetermined group of
jobs are assigned to their classification.
Classification is-
Class Rank Employees
Class1 Executives Office manager, Deputy office
manager, Office superintendent
etc.
Class2 Skilled Workers Purchasing Assistant, Cashier,
Receipts clerk etc.
Class3 Semiskilled Stenotypists, Machine-operators
workers etc.
Class4 Less skilled Daftaris, File clerks, Office boys
The variation in class
workers ofetc. depends upon the
jobs
nature of the job performed by the employees.
Also the class shows the variation in type of job
being performed.
Cont…
14. Merits of Classification method-
Less subjective as compared to ranking method.
Very easy to understand
Acceptable to all employees without hesitation.
Takes into account all the factors that a job comprises.
Demerits of Classification Method-
Requirement of jobs is not taken into account.
Difficult to write all-inclusive descriptions of a grade.
Oversimplifies sharp differences b/w different jobs and
grades.
Due to mismatch of jobs and grades, the evaluator have
the tendency to classify the job using their subjective
judgment.
15. 3. Factor comparison method
Under this method, instead of ranking complete
jobs, each job is ranked according to a series of
factors. These factors include mental effort,
physical effort, skill needed, responsibility,
working conditions etc.
Pay will be assigned in this method by comparing
the weights of factors required for each job
Wages are assigned to the job in comparison to
its ranking on each job factor.
Cont….
16. Steps in Factor Comparison method-
Select key jobs (say 15 to 20), representing
wage/salary levels across the organisation. The
selected jobs must represent as many departments
as possible.
Find the factors in terms of which the jobs are
evaluated (such as skill, mental effort, responsibility,
physical effort etc.)
Rank the selected jobs under each factor (by each
and every member of the job evaluation committee)
independently.
Assign money value to each level of each factor
(example: consider problem solving is one of the
factor, what level of problem solving is required
{basic, intermediate or advance}) and determine the
wage rates for each key job.
The wage rate for a job is apportioned along the
Cont..
17. An Example of Factor comparison method
Key job Daily Physical Factors Skill Responsibilit Working
Wage Effort Mental y condition
Rate Effort s
Electrician 60 11(3) 14(1) 15(1) 12(1) 8(2)
Fitter 50 14(1) 10(2) 9(2) 8(2) 9(1)
Welder 40 12(2) 7(3) 8(3) 7(3) 6(3)
Cleaner 30 9(4) 6(4) 4(5) 6(4) 5(4)
Labourer 25 8(5) 4(5) 6(4) 3(5) 4(5)
Suppose the job of a painter is found to be similar to electrician in skill (15), fitter
in mental effort(10), welder in physical effort (12), cleaner in responsibility (6) and
labourer in working conditions(4). The wage rate for this job would be
(15+10+12+6+4) is 47.
18. 4. Point Method
Jobs are expressed in terms of key factors
Points are assigned to each factor after prioritizing
each factor in order of importance.
The points are summed up to determine the wage
rate for the job
Jobs with similar point totals are placed in similar
pay grades.
19. Procedure of Point method
Select key jobs. Identify the factors common to all
the identified jobs such as skill, effort,
responsibility, etc
Divide each major factor into a number of sub
factors. Each sub factor is defined and expressed
clearly in the order of importance, preferably
along a scale.
Find the maximum number of points assigned to
each job (after adding up the point values of all
sub-factors of such a job).
4. Once the worth of a job in terms of total points
is expressed, the points are converted into money
values keeping in view the hourly/daily wage
20. Point method of Job Evaluation
Degree Define
1 Able to carry out simple calculations; High School educated
2 Does all the clerical operations; computer literate; graduate
3 Handles mail, develop contacts, takes initiative and does
work independently; post graduate.
Points Values for Degrees TOTAL
FACTORS
1 2 3 4 5
Skill 10 20 30 40 50 150
Physical effort 8 16 24 32 40 120
Mental effort 5 10 15 20 25 75
Responsibility 7 14 21 28 35 105
Working Conditions 6 12 18 24 30 90
Maximum total points of all factors depending upon their importance to
job=150
Cont….
21. Point Range Daily Wage Rate( Rs.) Job Grade of Key bank
officials
500-600 300-400 1 Officer
600-700 400-500 2 Accountant
700-800 500-600 3 Manager I Scale
800-900 600-700 4 Manager II Scale
900-1000 700-800 5 Manager III Scale
22. Merits of Point Method :-
Superior and widely used method of evaluating jobs.
Forces raters to look into all key factors and sub-
factors of a job.
The methodology underlying the approach contributes
to a minimum of rating error.
Demerits of Point Method:-
Complex method.
Time consuming process.
May be too taxing, especially while evaluating
managerial jobs where the nature of work is such that
it cannot be expressed in quantifiable numbers.
23. Major Evaluation Method: Comparative
Study
Method What fact How is job Types of Major Major
of job is Evaluated Methods Advantag Disadvanta
Evaluated e ge
Ranking Whole job( Jobs are Non- Relatively Entirely
Compensab subjectively Quantitativ quick and subjective
le factors ordered e expensive
are implicit) according to
relative worth.
Classificatio Whole job Compare job Non- Readily Cumbersom
n to descriptions Quantitativ available e system
e and
expensive
Factor Compensab Compare job Quantitativ Easy to Hard to
comparison le factors of to key jobs on e use construct;
job scale of inaccurate
compensable over time
factors
Point Compensab Compare job Quantitativ Accurate May be
Method le factors of to e and costly
job Standardized overtime
description
24. Job Evaluation : Demerits
Not exactly scientific
Factors taken by the programme are not
exhaustive.
There may be wide fluctuations in compensable
factors in view of changes in technology, values
and aspirations of employer, etc.
Employees, trade union leaders, management
and the programme operators may assign weight
to different factors, thus creating grounds for
dispute.