The content related to Job Evaluation is presented properly. Job Evaluation being important task in the organization and a very important topic for the students from HR field. This will help them.
The content related to Job Evaluation is presented properly. Job Evaluation being important task in the organization and a very important topic for the students from HR field. This will help them.
Supplementary compensation - compensation management - Manu Melwin Joymanumelwin
Now days the organizations use supplementary compensation over and above the base compensation. It helps in satisfying the employees as well as retaining them for long time.
Ranking method of job evaluation - compensation management - Manu Melwin Joymanumelwin
Perhaps the simplest method of job evaluation is the ranking method. According to this method, jobs are arranged from highest to lowest, in order of their value or merit to the organization. obs can also be arranged according to the relative difficulty in performing them.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
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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.
Supplementary compensation - compensation management - Manu Melwin Joymanumelwin
Now days the organizations use supplementary compensation over and above the base compensation. It helps in satisfying the employees as well as retaining them for long time.
Ranking method of job evaluation - compensation management - Manu Melwin Joymanumelwin
Perhaps the simplest method of job evaluation is the ranking method. According to this method, jobs are arranged from highest to lowest, in order of their value or merit to the organization. obs can also be arranged according to the relative difficulty in performing them.
Meaning of performance appraisal, objectives of performance appraisal, methods of performance appraisal and limitations. Principles and techniques of wage fixation, job evaluation, compensation -meaning of compensation, objectives of compensation.
In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in performance appraisal, please leave your comment at the end of file.
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.
In this file, you can ref useful information about techniques of performance appraisal such as techniques of performance appraisal methods, techniques of performance appraisal tips, techniques of performance appraisal forms, techniques of performance appraisal phrases … If you need more assistant for techniques of performance appraisal, please leave your comment at the end of file.
Different types of performance appraisalnanamoore807
In this file, you can ref useful information about different types of performance appraisal such as different types of performance appraisal methods, different types of performance appraisal tips
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In this file, you can ref useful information about limitations of performance appraisal such as limitations of performance appraisal methods, limitations of performance appraisal tips
In this file, you can ref useful information about teacher performance appraisal such as teacher performance appraisal methods, teacher performance appraisal tips, teacher performance appraisal forms, teacher performance appraisal phrases … If you need more assistant for teacher performance appraisal, please leave your comment at the end of file.
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How to complete a performance appraisalritahenry316
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In this file, you can ref useful information about expatriate performance appraisal such as expatriate performance appraisal methods, expatriate performance appraisal tips
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In this file, you can ref useful information about objective performance appraisal such as objective performance appraisal methods, objective performance appraisal tips, objective performance appraisal forms, objective performance appraisal phrases … If you need more assistant for objective performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about hr performance appraisal such as hr performance appraisal methods, hr performance appraisal tips, hr performance appraisal forms, hr performance appraisal phrases … If you need more assistant for hr performance appraisal, please leave your comment at the end of file.
Forced distribution method of performance appraisalcoxdennis362
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2. Prepared By
Kindly restrict the use of slides for personal purpose.
Please seek permission to reproduce the same in public forms and presentations.
Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
3. Classification/Grading Method of Job Evaluation
• According to this
method, a
predetermined
number of job
groups or job classes
are established and
jobs are assigned to
these classifications.
4. Classification/Grading Method of Job Evaluation
• This method places
groups of jobs into job
classes or job grades.
Separate classes may
include office, clerical,
managerial, personnel,
etc.
5. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class I - Executives:
Further classification
under this category
may be Office Manager,
Deputy office manager,
Office superintendent,
Departmental
supervisor, etc.
6. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class II - Skilled
workers: Under this
category may come
the Purchasing
assistant, Cashier,
Receipts clerk, etc.
7. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class III - Semiskilled
workers: Under this
category may come
Stenotypists, Machine-
operators, Switchboard
operator etc.
8. Classification/Grading Method of Job Evaluation
• Following is a brief
description of such a
classification in an
office.
– Class IV - Unskilled
workers: This category
may comprise peons,
messengers, house
keeping staff, File clerks,
Office boys, etc.
9. Classification/Grading Method of Job Evaluation
• The job grading method
is less subjective when
compared to the earlier
ranking method. The
system is very easy to
understand and
acceptable to almost all
employees without
hesitation.
10. Classification/Grading Method of Job Evaluation
• One strong point in
favour of the method is
that it takes into account
all the factors that a job
comprises. This system
can be effectively used
for a variety of jobs.
11. Classification/Grading Method of Job Evaluation
• The weaknesses of the
Grading method are:
– Even when the
requirements of different
jobs differ, they may be
combined into a single
category, depending on
the status a job carries.
– It is difficult to write all-
inclusive descriptions of a
grade.
12. Classification/Grading Method of Job Evaluation
• The weaknesses of the
Grading method are:
– The method oversimplifies
sharp differences between
different jobs and different
grades.
– When individual job
descriptions and grade
descriptions do not match
well, the evaluators have
the tendency to classify the
job using their subjective
judgements.