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  • JOB Evalua Tion AND Merit Rating: N Management

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    arunkumarnoola
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    Job evaluation is a systematic process to determine the worth of each job based on factors like skill, effort, and responsibility required. It translates job worth into monetary terms like pay and wages. The objectives of job evaluation are to establish fair wages, eliminate pay inequities between jobs of equal worth, and provide a structure acceptable to both workers and management. It involves job analysis and then using a system like ranking, classification, factor comparison or point rating to evaluate jobs. Sound merit rating is also important to determine pay increases based on employee performance and benefit both employers and employees.

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    Job evaluation is a systematic process to determine the worth of each job based on factors like skill, effort, and responsibility required. It translates job worth into monetary terms like pay and wages. The objectives of job evaluation are to establish fair wages, eliminate pay inequities between jobs of equal worth, and provide a structure acceptable to both workers and management. It involves job analysis and then using a system like ranking, classification, factor comparison or point rating to evaluate jobs. Sound merit rating is also important to determine pay increases based on employee performance and benefit both employers and employees.

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    Attribution Non-Commercial (BY-NC)
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    17 vues8 pages

    JOB Evalua Tion AND Merit Rating: N Management

    Transféré par

    arunkumarnoola
    Job evaluation is a systematic process to determine the worth of each job based on factors like skill, effort, and responsibility required. It translates job worth into monetary terms like pay and wages. The objectives of job evaluation are to establish fair wages, eliminate pay inequities between jobs of equal worth, and provide a structure acceptable to both workers and management. It involves job analysis and then using a system like ranking, classification, factor comparison or point rating to evaluate jobs. Sound merit rating is also important to determine pay increases based on employee performance and benefit both employers and employees.

    Droits d'auteur :

    Attribution Non-Commercial (BY-NC)
    Téléchargez comme RTF, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    sur 8

    N MANAGEMENT

    Lt

    10
    JOB EVALUA TION AND MERIT RATING
    Introduction Definitions Objectives of job evaluation Job evaluation procedure Job
    analysis application, stages Job evaluation systems Ran ing met!od Job classification met!od "actor comparison met!od #oint rating system $erit rating Introduction %enefits of merit rating Re&uirements of sound inerit'rating system $et!ods of merit rating(
    10.1.

    INTRODUCTION
    )!e basic

    reaso n

    toda y in indus trial dispu tes is regar ding t!e *age s( It is t!e tende ncy of t!e
    employ

    to comp are t!eir


    ees

    *age s and salari es in relati on to t!ose of ot!er s in t!e same


    organi sation or

    *or ing in t!e simil ar jobs in ot!er organ isatio ns( +l*a ys t!e dissat isfact ion is
    created

    amon gst t!e empl oyees if t!ere is a differ ence in *age s t!at ot!er empl oyees are gettin g for
    t!e

    same

    type of *or perfo rmed

    (
    Industries and

    business *!et!er medium or large are facing t!e problem of basic *age
    payments( %ecause of

    t!e difference in *age structure for t!e same type of jobs, t!e employee turn over
    )!us

    is on the rise(

    empl oyers are also facin g t!e c!all enge to retai n and main tain t!e *or force unde r
    c!angin g

    tec!n o' econ omic scena rio and *age parit y amon gst t!e organ isatio ns beca use of

    t!e
    entry of

    multi natio nal organ isatio ns( One of t!e prim e objec tives of soun d *age and salar y
    adminis tration

    to elimi nate ine&u alitie s and see t!at comp arabl e jobs s!oul d be paid t!e same
    is *age(

    nment(
    ,ven

    bot! empl oyees and empl oyers accep t t!e fact t!at jobs !avin g t!e same amou

    nt of *or
    content , same

    level of diffic ulty s!oul d be paid same amou nt( %ut t!is is possi ble only, if *age
    structur e is

    based on t!e classi ficati on of jobs as per t!e diffic ulty(


    )!us , job evalu ation is a

    tec!n i&ue to syste matic ally deter mine t!e *ort ! of eac! job and !elp
    in

    establ is!ing

    basic

    *age rates of jobs(


    10.2. DEFINITIONS Job

    evalu ation is a proc ess to deter mine in a syste mati c man ner and anal ytica lly the wort h of eac! job in the orga nisat ion base d upon the set of caref ully selec ted facto rs such as skill, effor t and resp onsib ility dem ande d by the ob

    and trans latin g these wort h of obs into mon etary term s !i"e", pay and wage s#"
    It is an

    attem pt to deter mine

    and comp are t!e dema nds *!ic ! t!e norm al perfo rman ce of t!e
    particul ar

    jobs ma e s on norm al *or ers *it!o ut ta in g acco unt of t!e indiv idual abilit ies or
    perform ance of

    *or ers conc erned ( It is a job ratin g met! od and not t!e job ran i ng met! od(
    Job

    evalu ation

    aims to provi de a mean s of estab lis!in ga *age struct ure accep table to bot!
    *or ers and

    mana geme nt(


    $%&

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