Download - Job Evalution
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Submitted bySTUDENT OF
VIDYA VIKAS UNIVERSAL COLLEGE OF BMS BMMSTUDING IN T.Y.B.M.S DIV A
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I am highly in debited to Prof. NAINA BISHT foryour guidance and constant supervision as well asfor providing necessary information regarding the
project & also for your support in completing theproject
I would like to express my gratitude towards myparents & my friends for their kind co operation
and encouragement which helps me in completionthis project.
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I VARMA ANKITA HEREBY DECLARE THAT THIS PROJECT
REPORT ENTITLED SUBMITTED BY ME UNDER THE
GUIDANC JOB ANALYSIS JOB DESIGN JOB EVALUATION OFPROF. NAINA BISHT OF VIDYA VIKAS UNIVERSAL COLLEGE
IS MY OWN AND HAS NOT BEEN SUBMITTED TO ANY OTHER
UNIVERSITY OR INSTITUDE OR PUBLISHED EARLIER.
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SR NO. PARTICULARS1. Introduction
2. Job Analysis
3. Process of Job Analysis
4. Methods of Job Analysis
5. Importance's of Job Analysis
6. Job Design
7. Objectives of Job Design
8. Techniques of Job Design
9. Job Evaluation
10. Committee of Job Evaluation
12. Method of Job Evaluation
13. Advantages of Job Evaluation
14. Conclusion
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Job Analysis
Job Analysis is the process of studying and collecting informationrelating to the operations and responsibility of a specific job.
Job Design
Job Design involves systematic attempt to organize tasks ,dutiesand responsibilities into a unit of work to achieve certain objective.
Job EvaluationJob Evaluation is a systematic and orderly process of determiningthe worth of a job in relation to other jobs.
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*Job
Analysis
JobDescriptions
JobSpecifications
The process ofgetting detailed
information
about jobs.
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JOB DESCRIPTION
Job Identification
Job summary
Job duties and responsibilities
Working conditions
Machines tools and equipment's
Social environment
SupervisionRelated to other job.
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Qualifications
Experience
Physical characteristics
Psychological characteristics
Social characteristics
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Job
Analysis
Observation
InterviewQuestionnaires
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1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medicalexamination
5.Facilitates scientific selectionplacement and orientation
6.Facilitates scientific promotions andtransfers
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The process of defining how work will be performedand what tasks will be required in a given job.
Factors affecting job designing
Organizational factors Environmental factors Behavioral factors
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OBJECTIVES OF THEORGANIZATION
Greater Job Satisfaction
Increased Performance
Reduced Absenteeism & Turnover
Greater Profitability
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WORK SIMPLIFICATION
JOB ROTATION
Rotating from job to job
within an organization.
JOB ENLARGEMENTAdding more tasks to the
job: Horizontal Loading
JOB ENRICHMENT
Making jobs more
meaningful and
Challenging: Vertical
Loading
WORK TEAMS
Large task that is completed by
a group of specific task
Assignments.
AUTONOMOUS WORK
GROUPS
Work teams are given a goal to
achieve and the control overits accomplishment.
Job DesignTechniques
Individual DesignOptions
Group DesignOptions
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The process of determining how much a job should
be paid, balancing two goals
Internal Equity
External Competitiveness
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*Job Ranking
The importance of order of jobis judged in terms of duties,responsibilities and demands on
the job holder.For example,
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System of job evaluation by which jobs are classified and
grouped according to a series of predetermined wage
grades.
For example,
Class I
Executives
Office Manager,Deputy office
manager,Departmental
supervisor.
Class II
Skilled workers
Purchasingassistant, Cashier,
Receipts clerk.
Class III
Semiskilledworkers
Machine-operators,
Switchboard
operator.
Class IV
Semiskilledworkers
File clerks, Officeboys.
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*Reduction in inequalities in salary
Specialization
Helps in selection of employees
Standardization
Improvement, Selection and promotion procedures
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*Employee Satisfaction is Organizations Success