Job Evalution

8/13/2019 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

Job Evalution

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