Download - Personnal Law
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Personnel law
RAJESH MAITY F091026
SUMIT DAS F091008
VINAY KADAM F091020
PRAJWAL PATHAK M091024
MUKESH PANDEY M091023
AMRUTA PHANSE H091016
AJAY ABRAHAM M091003
MANIGANDAN MUDHALIAR F091029
SHIV KUMAR SINGH M091037
HANSRAJ MAHAJAN F091024
Prepared by
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Job evaluation is the output provided by job analysis.As job analysis describes the duties of a job, authority,relationship, Skills required , condition of work & additionalrelevant information.
Introduction of job evaluation
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Job evaluation can be defined as a systematicprocedure designed to aid in establishing paydifferentials among jobs
Definition of job evaluation
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Kimball
defined job evaluation as an effort to determine the relativeevery job In a plant to determine what the fair basic wage rates.
Wendell Frenchdefined as job evaluation is a process of
determining the worth of the various jobs within the organization, sothat differential wages may to jobs of different worth.
Cont.
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Principles of Job Evaluation
There are certain board principles, which should be kept inthe mind before putting job evaluation program intopractice.
According toKRESSthese principles are :
Rate the job & not the man,
Rating purpose should be easily explainable,
The element should be clearly defined,
Participation of foremen,
Maximum co-operation,
Discussion of money value,
Avoid too many occupational wages
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The elements selected for
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Grade Job
A X
B Y
C Z
D M
E A
Ranking Order Pay ScaleRange
Professor 15000 -18000
AssistantProfessor 12000 -14000
Clerk Grade 1 6000 - 8000
Class 4 Servants 2000 - 3000
2) Grading System
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Job Knowledge.
Judgment & Decision Making.
Independent judgment.
Accountability & Performance.
Working conditions.
Wages to be given to prevent the turnover of workers &avoid dissatisfaction among them.
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Basic procedure of job evaluation :
What is the purpose?
The basic procedure of job evaluation is to compare the content ofjob in relation to one another in term of their skill , responsibility or
some other requirement.
Why evaluate job?
Job evaluation helps to provide salary equity among all jobs in a salary
Administration. After job is evaluated , it is assigned to the appropriatesalary group i& corresponding salary range.
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When is evaluation done?
Anew position is establish , prior to recruitment,
When existing position has change 10-15 % (up/down).
Who can request evaluation?
Request for evaluation can come from :
The job evaluation committee (JEC),
The human resources office ,
The positions supervisor.
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Compensable factor of job evaluation :
Compensable factor is a factor by comparing one job to anotherby focusing on certain basic factor, which may be common ineach job.
The Compensable factor are those factor:e.g. Equal pay for equal work act(USA) focus on four factors :
Efforts
Skills
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Working Condition
Responsibility
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Hay System of job evaluation :
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Know-How
Problem Solving
Accountability
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1. Full knowledge of the system
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