Job evaluation business
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Job evaluation is a systematic way to determine the relative worth of jobs in an organization. It allows for comparisons between jobs to establish a rational pay structure. The objectives of job evaluation are to gather data on job descriptions, compare duties and responsibilities, determine job hierarchies, establish job grades, and ensure fair wages based on job worth. It aims to minimize discrimination in pay.
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Job evaluation ppt
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
Job analysis
The document discusses job analysis and related concepts. It defines job analysis as the process of studying and collecting information about the operations and responsibilities of a specific job. It then explains the purposes and definitions of key terms including job description, job specification, and job evaluation. A job description outlines the duties, requirements, and conditions of a job. A job specification describes the qualifications and traits necessary to perform a job. Job evaluation is the process of determining wages for a job in relation to other jobs based on its real value to achieve pay equality.
Motivation theory
The Porter and Lawler model of motivation builds on Victor Vroom's expectancy theory. It proposes that an individual's motivation to perform a task depends on their expectation of receiving a reward for their efforts. The model has four main elements: effort, performance, intrinsic/extrinsic rewards, and satisfaction. It provides managers with recommendations to motivate employees such as offering valued rewards, ensuring effort leads to performance and rewards, hiring qualified staff, and designing fair and measurable performance systems.
Contingency theory satya raaj
The document discusses several leadership theories and models, including Fiedler's contingency model of leadership effectiveness, the path-goal theory of leadership, and situational leadership. It also examines factors like a leader's style, the characteristics of subordinates and the work context, and how these influence the need for leadership. Effective leadership requires understanding how to adapt one's approach to different situations.
Re engineering the Job levelling architecture
This case study presents Mayotus' work with a mobility major to re-engineer their job leveling architecture in entirety, re-designing job roles, levels and job grading design, primarily to prepare the organization for the expected business growth & potential expansion while also being in line with industry trends in this space.
Vroom's excectancy theory
Vroom's expectancy theory of motivation proposes that an individual's level of motivation depends on the expected outcomes of different behaviors and the value that the individual places on those outcomes. There are three key elements: expectancy, that effort will lead to performance; instrumentality, that performance will lead to outcomes; and valence, the value the individual places on the outcomes. Motivational force is the product of expectancy, instrumentality, and valence - individuals will be motivated to put in the highest effort for the option with the greatest motivational force. The theory suggests that managers can motivate employees by understanding what outcomes employees value and ensuring efforts lead to those valued outcomes.
Chapter 6 Appraisal and Rewards
The document discusses performance appraisal and total reward systems. It defines performance appraisal as the systematic evaluation of employee performance to understand abilities for growth. It describes various performance appraisal methods like ranking, forced distribution, and checklists. It also discusses potential biases in performance appraisal like halo effect, leniency bias, and recentness effect. The document concludes by defining total rewards as all compensation and benefits perceived as valuable from employment, including pay, benefits, work-life programs, performance recognition, and career development opportunities.
Porter and Lawler theory of Motivation
The Porter and Lawler Theory of Motivation is based on Victor Vroom's expectancy theory. It proposes that an individual's motivation to perform a task is influenced by the rewards they expect to receive for performing the task. The theory introduces additional variables like effort, performance, rewards, and satisfaction. It suggests that effort leads to performance, which leads to both intrinsic and extrinsic rewards, which then determine satisfaction depending on whether rewards meet or exceed perceived expectations. The model has implications for overcoming barriers between motivation and performance and ensuring appropriate skills, role clarity, reward probabilities, and reward combinations. It was tested in a job training program study that supported the effort-performance link.
Recommended
Job evaluation ppt
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
Job analysis
The document discusses job analysis and related concepts. It defines job analysis as the process of studying and collecting information about the operations and responsibilities of a specific job. It then explains the purposes and definitions of key terms including job description, job specification, and job evaluation. A job description outlines the duties, requirements, and conditions of a job. A job specification describes the qualifications and traits necessary to perform a job. Job evaluation is the process of determining wages for a job in relation to other jobs based on its real value to achieve pay equality.
Motivation theory
The Porter and Lawler model of motivation builds on Victor Vroom's expectancy theory. It proposes that an individual's motivation to perform a task depends on their expectation of receiving a reward for their efforts. The model has four main elements: effort, performance, intrinsic/extrinsic rewards, and satisfaction. It provides managers with recommendations to motivate employees such as offering valued rewards, ensuring effort leads to performance and rewards, hiring qualified staff, and designing fair and measurable performance systems.
Contingency theory satya raaj
The document discusses several leadership theories and models, including Fiedler's contingency model of leadership effectiveness, the path-goal theory of leadership, and situational leadership. It also examines factors like a leader's style, the characteristics of subordinates and the work context, and how these influence the need for leadership. Effective leadership requires understanding how to adapt one's approach to different situations.
Re engineering the Job levelling architecture
This case study presents Mayotus' work with a mobility major to re-engineer their job leveling architecture in entirety, re-designing job roles, levels and job grading design, primarily to prepare the organization for the expected business growth & potential expansion while also being in line with industry trends in this space.
Vroom's excectancy theory
Vroom's expectancy theory of motivation proposes that an individual's level of motivation depends on the expected outcomes of different behaviors and the value that the individual places on those outcomes. There are three key elements: expectancy, that effort will lead to performance; instrumentality, that performance will lead to outcomes; and valence, the value the individual places on the outcomes. Motivational force is the product of expectancy, instrumentality, and valence - individuals will be motivated to put in the highest effort for the option with the greatest motivational force. The theory suggests that managers can motivate employees by understanding what outcomes employees value and ensuring efforts lead to those valued outcomes.
Chapter 6 Appraisal and Rewards
The document discusses performance appraisal and total reward systems. It defines performance appraisal as the systematic evaluation of employee performance to understand abilities for growth. It describes various performance appraisal methods like ranking, forced distribution, and checklists. It also discusses potential biases in performance appraisal like halo effect, leniency bias, and recentness effect. The document concludes by defining total rewards as all compensation and benefits perceived as valuable from employment, including pay, benefits, work-life programs, performance recognition, and career development opportunities.
Porter and Lawler theory of Motivation
The Porter and Lawler Theory of Motivation is based on Victor Vroom's expectancy theory. It proposes that an individual's motivation to perform a task is influenced by the rewards they expect to receive for performing the task. The theory introduces additional variables like effort, performance, rewards, and satisfaction. It suggests that effort leads to performance, which leads to both intrinsic and extrinsic rewards, which then determine satisfaction depending on whether rewards meet or exceed perceived expectations. The model has implications for overcoming barriers between motivation and performance and ensuring appropriate skills, role clarity, reward probabilities, and reward combinations. It was tested in a job training program study that supported the effort-performance link.
Job Evaluation
Job evaluation is the process of analyzing and assessing jobs systematically to determine their relative worth. It involves assessing jobs based on factors like qualifications, skills, and responsibilities required. The objective is to determine which jobs should be paid more based on their value to the organization. Several methods can be used, including job ranking, grading, and factor comparison. Job evaluation forms the basis for wage negotiations and establishing a rational pay structure. It aims to compensate employees fairly based on the duties of their jobs.
Job Evaluation & Grading
This document provides an overview of job evaluation, including:
1. Job evaluation is a systematic process to define the relative worth of jobs within an organization to establish pay structures and ensure equal pay.
2. Analytical schemes involve analyzing jobs based on defined factors, while non-analytical schemes like ranking do not meet equal pay requirements.
3. Surveys find most organizations use analytical schemes like points-factor rating which provide yardsticks for objective evaluations.
Module2- Job Evaluation.pptx
Job evaluation is the systematic process of analyzing and assessing jobs to determine their relative worth within an organization. It involves evaluating jobs based on factors like skills, effort, responsibility, and working conditions. The objectives of job evaluation include establishing a fair pay structure, promoting equitable treatment of employees, and providing a basis for human resource processes like career progression. Common methods of job evaluation are ranking, classification, and point rating. These methods involve comparing job characteristics to determine appropriate pay grades. Job evaluation helps create internal pay equity and a rational compensation system.
Job Evaluation
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing jobs based on factors like responsibilities, skills required, effort, and importance to the company. The objectives of job evaluation are to gather job data, compare duties across roles, determine job hierarchies, and ensure equal pay for jobs of equal value. Common methods include ranking, classification, and point-based systems which assign scores to job characteristics. Job evaluation aims to establish a fair and consistent wage structure.
Job evaluation
The document discusses four main job evaluation methods:
1. Ranking method - Raters rank jobs in order of importance with no weighting of specific criteria. It does not scale well for large numbers of jobs.
2. Classification method - Jobs are grouped into predefined classes or grades based on common skills and responsibilities. Each job is placed into the appropriate class. It shares limitations with ranking.
3. Factor comparison method - Raters evaluate jobs on specific factors like skills, responsibilities, conditions. Jobs are plotted on a scale based on factor comparisons.
4. Point method - Raters assign numerical values to job components and factors. The sum of points determines a job's relative worth. Factors are weighted based on
Job evaluation
Job evaluation is a systematic technique for determining the relative worth of jobs within an organization. It compares jobs based on their intrinsic characteristics in order to establish an equitable wage structure. The process involves describing jobs, selecting evaluation criteria like skills and qualifications, assigning scores or rankings to jobs based on those factors, and using those evaluations to set appropriate wage rates. The goal is to eliminate pay inequities and provide a rational framework for wage negotiations.
Job evaluation
This document discusses job evaluation, which is defined as a systematic process for determining the relative worth of jobs within an organization in order to establish pay structures. Job evaluation is important for maintaining accurate job descriptions, setting fair job rankings and pay scales, and reducing grievances. There are analytical methods that use quantitative factors and rankings, like point-ranking and factor comparison, and non-analytical methods like ranking, paired comparison, and job grading that rely more on subjective evaluations. To make job evaluation effective, organizations should involve employees, train evaluators well, get management support, clearly define job factors, focus on jobs not individuals, and consider union views.
Baljinder Singh Bagga 2022BCH1119.pdf
This document discusses job evaluation methods used to determine the relative worth of jobs within an organization. It introduces job evaluation and describes key methods like the point factor method, ranking method, and classification method. The point factor method assigns points to job factors and weights them to determine a job's value, providing a quantitative approach. Alternatively, the ranking method compares jobs and places them in a hierarchy based on their value, relying on subjective evaluator judgment. Regularly reviewing and updating job evaluation processes is important for maintaining fairness and motivating employees.
Compensation and benefits
This document provides information about job evaluation including:
1. Job evaluation is used to assess the relative worth of jobs based on qualifications, skills, responsibilities, and other factors to determine appropriate pay.
2. The objectives of job evaluation are to determine which jobs should be paid more based on gathered job data and to establish a job hierarchy.
3. Common job evaluation methods include ranking, classification, point evaluation, factor comparison, and market comparison which assign points or rankings to job factors.
hrm-161031182143.pptx
This document discusses job evaluation, which is a systematic process for determining the relative worth of jobs within an organization. It describes several common methods for conducting job evaluations, including ranking, grading, point rating, and factor comparison. The key benefits of job evaluation are establishing a rational pay structure, avoiding wage discrimination, and helping with employee selection and training. While job evaluation aims to objectively assess jobs, it can face issues such as adjustment problems, unrealistic assessments, and opposition from workers. The document provides guidance on setting up a job evaluation committee and process within an organization.
Job evaluation
This document summarizes a seminar on job evaluation. It discusses the introduction, features, objectives, process, guidelines, and methods of conducting a job evaluation. A job evaluation systematically determines the relative worth of jobs by comparing job factors like skills, responsibilities, and working conditions. The main methods covered are ranking, grading, point, and factor comparison. Conducting valid job evaluations can help set fair wages and benefit both employees and management.
ppt on job evaluation...-1.pptx HRM students
Job evaluation is the process of analyzing and assessing jobs to determine their relative worth. It involves job analysis, establishing job descriptions and specifications, and then systematically evaluating jobs based on factors like skills, effort, responsibility, and working conditions. The main methods of job evaluation are ranking, classification, point, and factor comparison. Each method has its own process for evaluating jobs and grouping them into grades or pay scales based on their relative value to ensure fair wages. Choosing the right method depends on factors like the organization's size and needs.
Compensation and benefits
This document discusses job evaluation, which is an assessment of the relative worth of various jobs based on factors like qualifications, skills, responsibilities, and complexity of tasks. It aims to determine which jobs should receive higher pay and to create a defensible pay structure. The document outlines several common job evaluation methods, including ranking, classification, point evaluation, factor comparison, and market comparison. It also lists typical factors considered in job evaluation and the steps involved in conducting an evaluation.
Job Evaluation PPT
This document discusses job evaluation, which is a systematic process to determine the relative worth of jobs within an organization. It mentions the merits and demerits of job evaluation as well as the common methods used, which include ranking, grading, point rating, and factor comparison. The summary evaluates jobs based on factors like skills, effort, training, responsibilities, and assigns weights or points to determine each job's value in order to establish a rational pay structure.
Job evaluation
The document discusses job evaluation (JE), which is defined as analyzing and assessing jobs to determine their relative worth to establish a balanced wage structure. The objectives of JE include gathering job-related data, comparing duties and responsibilities across jobs, determining job hierarchies, and ensuring equal pay for equal work. Key factors considered in JE include volume of responsibilities, output, decision-making levels, and emerging company needs. The procedures involve HR analyzing job descriptions, classifying jobs, installing the JE program, and maintaining it. Common JE methods are ranking, classification, point factor, and market pricing, which differ in their internal vs. external focus.
Job evaluation
This document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. Key factors considered in job evaluation include responsibilities, output, specialty, decision-making authority, and emerging business needs. The objectives of job evaluation are to gather job-related data, compare duties and responsibilities, determine job hierarchies, and ensure equal pay for equal work. Common methods include ranking, classification, and point systems that assign numerical values to job characteristics. The advantages of job evaluation are reducing pay inequalities, facilitating specialization, aiding selection, improving employee relations, standardizing pay scales, and assessing new jobs.
job-evaluation.pptx
This document discusses job evaluation methods. It defines job evaluation as analyzing and assessing jobs systematically to determine their relative worth. It outlines objectives like gathering job data, comparing duties, and determining pay ranks. Common methods discussed are ranking, classification, point and factor comparison. Ranking simply arranges jobs in order. Classification matches jobs to predefined categories. Point assigns numerical scores to job characteristics. Factor comparison compares jobs based on compensable factors like skills, effort, responsibility. The conclusion states the appropriate method depends on market factors.
hrm and evaluation of Jobs.pptx
This document discusses job evaluation methods. It defines job evaluation as analyzing and assessing jobs systematically to determine their relative worth. It outlines objectives like gathering job data and determining job hierarchies. Common job evaluation methods are discussed, including ranking, classification, point and factor comparison. The point method assigns points to compensable factors like skills, effort, responsibility and conditions. The factor comparison method ranks benchmark jobs and allocates pay across compensable factors. In conclusion, the appropriate job evaluation scheme depends on market and organizational factors.
Pay structure decisions presentation
Human Resource Management and Development
"Pay Structure Decisions"
-Equity theory and Fairness
-Developing Pay Levels
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Similar to Job evaluation business
Job Evaluation
Job evaluation is the process of analyzing and assessing jobs systematically to determine their relative worth. It involves assessing jobs based on factors like qualifications, skills, and responsibilities required. The objective is to determine which jobs should be paid more based on their value to the organization. Several methods can be used, including job ranking, grading, and factor comparison. Job evaluation forms the basis for wage negotiations and establishing a rational pay structure. It aims to compensate employees fairly based on the duties of their jobs.
Job Evaluation & Grading
This document provides an overview of job evaluation, including:
1. Job evaluation is a systematic process to define the relative worth of jobs within an organization to establish pay structures and ensure equal pay.
2. Analytical schemes involve analyzing jobs based on defined factors, while non-analytical schemes like ranking do not meet equal pay requirements.
3. Surveys find most organizations use analytical schemes like points-factor rating which provide yardsticks for objective evaluations.
Module2- Job Evaluation.pptx
Job evaluation is the systematic process of analyzing and assessing jobs to determine their relative worth within an organization. It involves evaluating jobs based on factors like skills, effort, responsibility, and working conditions. The objectives of job evaluation include establishing a fair pay structure, promoting equitable treatment of employees, and providing a basis for human resource processes like career progression. Common methods of job evaluation are ranking, classification, and point rating. These methods involve comparing job characteristics to determine appropriate pay grades. Job evaluation helps create internal pay equity and a rational compensation system.
Job Evaluation
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing jobs based on factors like responsibilities, skills required, effort, and importance to the company. The objectives of job evaluation are to gather job data, compare duties across roles, determine job hierarchies, and ensure equal pay for jobs of equal value. Common methods include ranking, classification, and point-based systems which assign scores to job characteristics. Job evaluation aims to establish a fair and consistent wage structure.
Job evaluation
The document discusses four main job evaluation methods:
1. Ranking method - Raters rank jobs in order of importance with no weighting of specific criteria. It does not scale well for large numbers of jobs.
2. Classification method - Jobs are grouped into predefined classes or grades based on common skills and responsibilities. Each job is placed into the appropriate class. It shares limitations with ranking.
3. Factor comparison method - Raters evaluate jobs on specific factors like skills, responsibilities, conditions. Jobs are plotted on a scale based on factor comparisons.
4. Point method - Raters assign numerical values to job components and factors. The sum of points determines a job's relative worth. Factors are weighted based on
Job evaluation
Job evaluation is a systematic technique for determining the relative worth of jobs within an organization. It compares jobs based on their intrinsic characteristics in order to establish an equitable wage structure. The process involves describing jobs, selecting evaluation criteria like skills and qualifications, assigning scores or rankings to jobs based on those factors, and using those evaluations to set appropriate wage rates. The goal is to eliminate pay inequities and provide a rational framework for wage negotiations.
Job evaluation
This document discusses job evaluation, which is defined as a systematic process for determining the relative worth of jobs within an organization in order to establish pay structures. Job evaluation is important for maintaining accurate job descriptions, setting fair job rankings and pay scales, and reducing grievances. There are analytical methods that use quantitative factors and rankings, like point-ranking and factor comparison, and non-analytical methods like ranking, paired comparison, and job grading that rely more on subjective evaluations. To make job evaluation effective, organizations should involve employees, train evaluators well, get management support, clearly define job factors, focus on jobs not individuals, and consider union views.
Baljinder Singh Bagga 2022BCH1119.pdf
This document discusses job evaluation methods used to determine the relative worth of jobs within an organization. It introduces job evaluation and describes key methods like the point factor method, ranking method, and classification method. The point factor method assigns points to job factors and weights them to determine a job's value, providing a quantitative approach. Alternatively, the ranking method compares jobs and places them in a hierarchy based on their value, relying on subjective evaluator judgment. Regularly reviewing and updating job evaluation processes is important for maintaining fairness and motivating employees.
Compensation and benefits
This document provides information about job evaluation including:
1. Job evaluation is used to assess the relative worth of jobs based on qualifications, skills, responsibilities, and other factors to determine appropriate pay.
2. The objectives of job evaluation are to determine which jobs should be paid more based on gathered job data and to establish a job hierarchy.
3. Common job evaluation methods include ranking, classification, point evaluation, factor comparison, and market comparison which assign points or rankings to job factors.
hrm-161031182143.pptx
This document discusses job evaluation, which is a systematic process for determining the relative worth of jobs within an organization. It describes several common methods for conducting job evaluations, including ranking, grading, point rating, and factor comparison. The key benefits of job evaluation are establishing a rational pay structure, avoiding wage discrimination, and helping with employee selection and training. While job evaluation aims to objectively assess jobs, it can face issues such as adjustment problems, unrealistic assessments, and opposition from workers. The document provides guidance on setting up a job evaluation committee and process within an organization.
Job evaluation
This document summarizes a seminar on job evaluation. It discusses the introduction, features, objectives, process, guidelines, and methods of conducting a job evaluation. A job evaluation systematically determines the relative worth of jobs by comparing job factors like skills, responsibilities, and working conditions. The main methods covered are ranking, grading, point, and factor comparison. Conducting valid job evaluations can help set fair wages and benefit both employees and management.
ppt on job evaluation...-1.pptx HRM students
Job evaluation is the process of analyzing and assessing jobs to determine their relative worth. It involves job analysis, establishing job descriptions and specifications, and then systematically evaluating jobs based on factors like skills, effort, responsibility, and working conditions. The main methods of job evaluation are ranking, classification, point, and factor comparison. Each method has its own process for evaluating jobs and grouping them into grades or pay scales based on their relative value to ensure fair wages. Choosing the right method depends on factors like the organization's size and needs.
Compensation and benefits
This document discusses job evaluation, which is an assessment of the relative worth of various jobs based on factors like qualifications, skills, responsibilities, and complexity of tasks. It aims to determine which jobs should receive higher pay and to create a defensible pay structure. The document outlines several common job evaluation methods, including ranking, classification, point evaluation, factor comparison, and market comparison. It also lists typical factors considered in job evaluation and the steps involved in conducting an evaluation.
Job Evaluation PPT
This document discusses job evaluation, which is a systematic process to determine the relative worth of jobs within an organization. It mentions the merits and demerits of job evaluation as well as the common methods used, which include ranking, grading, point rating, and factor comparison. The summary evaluates jobs based on factors like skills, effort, training, responsibilities, and assigns weights or points to determine each job's value in order to establish a rational pay structure.
Job evaluation
The document discusses job evaluation (JE), which is defined as analyzing and assessing jobs to determine their relative worth to establish a balanced wage structure. The objectives of JE include gathering job-related data, comparing duties and responsibilities across jobs, determining job hierarchies, and ensuring equal pay for equal work. Key factors considered in JE include volume of responsibilities, output, decision-making levels, and emerging company needs. The procedures involve HR analyzing job descriptions, classifying jobs, installing the JE program, and maintaining it. Common JE methods are ranking, classification, point factor, and market pricing, which differ in their internal vs. external focus.
Job evaluation
This document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. Key factors considered in job evaluation include responsibilities, output, specialty, decision-making authority, and emerging business needs. The objectives of job evaluation are to gather job-related data, compare duties and responsibilities, determine job hierarchies, and ensure equal pay for equal work. Common methods include ranking, classification, and point systems that assign numerical values to job characteristics. The advantages of job evaluation are reducing pay inequalities, facilitating specialization, aiding selection, improving employee relations, standardizing pay scales, and assessing new jobs.
job-evaluation.pptx
This document discusses job evaluation methods. It defines job evaluation as analyzing and assessing jobs systematically to determine their relative worth. It outlines objectives like gathering job data, comparing duties, and determining pay ranks. Common methods discussed are ranking, classification, point and factor comparison. Ranking simply arranges jobs in order. Classification matches jobs to predefined categories. Point assigns numerical scores to job characteristics. Factor comparison compares jobs based on compensable factors like skills, effort, responsibility. The conclusion states the appropriate method depends on market factors.
hrm and evaluation of Jobs.pptx
This document discusses job evaluation methods. It defines job evaluation as analyzing and assessing jobs systematically to determine their relative worth. It outlines objectives like gathering job data and determining job hierarchies. Common job evaluation methods are discussed, including ranking, classification, point and factor comparison. The point method assigns points to compensable factors like skills, effort, responsibility and conditions. The factor comparison method ranks benchmark jobs and allocates pay across compensable factors. In conclusion, the appropriate job evaluation scheme depends on market and organizational factors.
Pay structure decisions presentation
Human Resource Management and Development
"Pay Structure Decisions"
-Equity theory and Fairness
-Developing Pay Levels
- Current Challenges
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Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Recruiting in the Digital Age: A Social Media Masterclass
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
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Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Structural Design Process: Step-by-Step Guide for Buildings
Structural Design Process: Step-by-Step Guide for Buildings
Recruiting in the Digital Age: A Social Media Masterclass
Recruiting in the Digital Age: A Social Media Masterclass
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Job evaluation business
- 2. Meaning Objectives Continued Principles continued CONTENTS
- 3. 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 between the jobs to asses their relative worth for the purpose of establishing a rational pay structure. MEANING
- 4. Job evaluation is done To determine what position and job responsibilities are similar for the purpose of Promotion Transfer Compensation salary CONTINUE…
- 5. OBJECTIVES OF JOB EVALUATION 1)To gather data and information relating to job description, job specification and Employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization.
- 6. 4) To determine the ranks or grades of various jobs. 5) To ensure fair and equitable wages on the basis of relative worth or value of jobs. 6) To minimize wage discrimination based on sex, age, caste, region, religion etc CONTINUE…
- 7. Rate the job Easily understood Properly selected Educated & convinced PRINCIPLES OF JOB EVALUATION