Personnal Law

8/3/2019 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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Personnal Law

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