Job evolution

Job evolution

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  Gandhinagar Institute of Technology AlAPresentation Subject:- IE (2161907) Topic name:- Job evolution Prepared by:- jani Parth (150120119051) guided by:- Prof. Himanshu Barot
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   Contents 1.Introduction 2.Job analysis 3.Techniquesof job evaluation 4.Process of job evaluation 5.Benefits of Job Evaluation 6.Ranking Method 7.Classification method (Grading method)
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  1. introduction  Itis technique assessing the relative worth of jobs qualitatively for establishing wage differential.  The difference between jobs are measured on the basis of job requirement only.  if the difference expressed numerically, it is called job rating.  Job evolution is also regarded as measure of job difficulty
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  2. Job analysis Jobanalysis is determination of the task which comprises job Purpose of job analysis:- 1. To determine the best way off doing job and to establish the standard method 2. To prepare job fixation for selection of personnel with proper qualification 3. To determine duties, responsibilities and other similar factors of job. 4. To determine the relative job worth for establishing wages rates
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  3. Techniques ofjob evaluation There are broadly two techniques of job evaluation:- 1. Non-quantitative of job evaluation i. Ranking method or job grading method 2. Quantitative i. Factor comparison method ii. weighted-in-money method
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  4. Process ofjob evaluation
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  5. Benefits ofJob Evaluation  Link pay with the requirements of the job.  Systematic procedure for determination the relative worth of jobs.  Outcome is an equitable wage structure.  Employees and unions are also an active part of the Job evaluation process.  Helps in evaluation of new jobs.  Points out possibilities of more appropriate use of the plant’s labour force.
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  6. Ranking Method As per this method, jobs are arranged from highest to lowest, in order of their values or merit to the organisation.  Jobs can also be arranged according to the relative difficulty in performing them.  The job at the top has the highest value and job at the lowest has the lowest value.  Jobs are arranged in each department and then department ranking are combined to develop an organisation ranking Cont.
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  …  Merits ofRanking Method 1. Simple to understand and practice. 2. Best suited for small organisation.  Demerits of Ranking Method 1. Ranks are highly subjective in nature. 2. Rankings are difficult to develop in large complex organisation. 3. May offend employees.
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  7. Classification method(Grading method) • According to this method, predetermined number of job groups or job classes are established and jobs are assigned to these classifications. This method places groups of jobs into job classes or job grades. Separate classes may include office, clerical, managerial, personnel, etc. Following is a brief description of such a classification in an office.  Class I - Executives: Further classification under this category may be Office Manager, Deputy office manager, Office superintendent, Departmental supervisor, etc.
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  …  Class II- Skilled workers: Under this category may come the Purchasing assistant, Cashier, Receipts clerk, etc.  Class III - Semiskilled workers: Under this category may come Machine-operators, Switchboard operator etc.  Class IV - Unskilled workers: This category may comprise peons, messengers, housekeeping staff