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What is job analysis? Discuss the general procedure of job analysis.

job analysis: Job analysis is the systematic of jobs to identify the observable work activities, tasks and responsibilities with associated with a particular job or group of jobs. The general procedure of job analysis: Step-1: Develop primary job information: Review existing documents, list primary duties, make a note of major items which are unclear and hard to understand. Step-2: Conduct initial tour of work site: To familiarize the job analysis with the work layout, equipment Step-3: conduct interview: First interview with the first level supervisor. Step-4: Conduct second tour to work site: This tour is designed to clarify, confirm & refine the information developed in the interview step. Step-5: consolidate job information: Placing together the information collected from the tour and interview. Step-6: verify job description: check the consolidate job information is accurate and complete.

What do you mean by job evaluation? Discuss the methods of job evaluation.
job evaluation: Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organisation. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job Evaluation Methods: (a) Ranking Methods: The simplest method of Job Evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty. According to this method, jobs are arranged from highest to lowest, in order of their value or merit to the organization. (b) Classification/Grading Method: - According to this method, a 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 (c) Factor Comparison Method : A more systematic and scientific method of job evaluation is the factor comparison method. Though it is the most complex method of all, it is consistent and appreciable. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. These factors include mental effort, physical effort, skill needed, responsibility, supervisory responsibility, working conditions and other such factors. (d) Point Method : This method makes a quantitative evaluation of the different jobs in terms of factors like skill, responsibility, effort and working conditions etc. These factors are characteristics common to all jobs.

What is compensation management? Discuss the total return for work.


Compensation is the remuneration received by an employee in return for his/her contribution to the organization. Compensation is referred to as money and other benefits received by an employee for providing service to hi employer

Explain the principles of job evaluation.


Ans. Clearly defined and identifiable jobs must exist. Job evaluation will need to gain a thorough understanding of the job Job evaluation is concerened with jobs, not people. Job evaluation is based on judgement and is not scientific.

What is a Compensation Survey?


The compensation survey is one of the most helpful tools available to the compensation manager, The data it provides enable an organization to complete in relevent labor market. It is primarily a planning tool. Compensation surveys provide data that identify compitiive pay rates set by the market. Whereas job evaluation idenifies internally equitable relationships. A compensation survey helps companies make informed decisions on wages and benefits.

Discuss the different type of compensation?


There are two different types of compensation management: 1.direct and 2. indirect. 1. Direct: Direct compensation is typically comprised of salary payments and health benefits. The creation of salary ranges and pay scales for different positions within the company are the central responsibility of compensation management staff. 2. Indirect: Indirect compensation focuses on the personal motivations of each person to work. Although salary is important, people are most productive in jobs where they share the companys values and priorities.

What are the various types of compensation objectives?


Internal Equity - Internal equity deals with theperceived worth of a job relative to other jobs in theorganization. External Equity - External equity deals with the issueof market rates for jobs. Individual Equity - Individual equity deals with howindividuals perceive how they are

being paid relativeto other individuals within the organization andperhaps within the same position. Performance Incentives -A significant element of abase pay program is to encourage higher or increasedlevels of employee performance. Administrative Efficiency - Due to the limited financial resources in anorganization, one of the objectives of the management is to be to have a payprogram that is easy to administer, flexible, and cost-effective.

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