Human Resource Management (Job Evaluation)

job evaluation :- the mean of job evaluation, discussion about the process of job evaluation, methods or Technics of job evaluation Like :- Ranking method: in this method we have to rank for the job as per the importance of the job then points rating method under this method e have to give the point to the job,which is being evaluated then grading method it is on the basis of the pre-determined grade for specific jobs then we also discuss the factor comparison method and merits & demerits of job evaluation,
Compensation management and its component objectives of compensation management,
Initiatives taken by the GoI regarding the wage and salary and its regulations.

1. Submitted To :- Presented By :- Dr. Aneesya Sharma Subhash Chand Asstt . Professor, GLA University Vishnu Kumar Mathura, Uttar Pradesh Suraj Kumar Vijay Kumar Vivek Sharma Somesh Parihar Vivek Vishkarma Topics Job Evaluation, Compensation & its Components, Initiatives taken by GoI towards wage Administration & Regulations. MBA 1 st year (F) April-2019

2. Job Evaluation

3. Means to.. Job Evaluation Job Evaluation is the process whereby an Organization Systematically Establishes its Compensation programme . In this process jobs are ranked to determine each jobs Appropriate worth According to Kimball and kimball :- Job Evaluation represent an effort to determine the relative value of every job in a plant to determine what the fair basic wage for such a job should.

4. Process of .. job Evaluation

5. Methods of.. Job Evaluation

6. Ranking Method All jobs are arranged or ranked in the order of their importance. 1 2 3

7. Example.. GLA University Department of MBA. Head of the Department Program Co- Ordinator Class advisor Faculty

8. Grading Method A number of predetermined grades for classification established by a committee and then various jobs are assigned with in each grade. After formulated job description and job specification , grouped into classes or grade which represent different pay scales .

9. Point Rating Method Based on the assumption that it is possible to assign points to respective factors which are essential for evaluating an individuals job. Points are assigned , the sum of these points give us an index of the relative significance of the job.

10. Factor comparison Method Under this method, instead of ranking complete job. Each job is ranked according to a series of factor , these factor include the mental efforts, physical efforts , skill needed, responsibility, working conditions etc…. Pay will be assigned in the method by comparing the weight of factors

11. Merits of.. Job Evaluation It helps in devising an acceptable wage. It helps in the proper placement of the workers in jobs. It helps the personal department to recruit the right person for a job. It helps in formulating the internal training plane

12. Demerits of.. Job Evaluation Lack of complete accuracy Unrealistic assumptions Selection of the suitable method Equal pay for equal job Not exactly scientific

13. What is.. Compensation All form of finical and tangible services and benefits employees receives as a part of an employment relationship Compensation from employees and employers point of view

14. Compensation Management It is a process of determining cost effective pay structure , designed to attract and retain, provide an incentive to work hard , and structured to ensure that pay levels are perceived as fair. Compensation system are the finical reward structures organizations use to compensate individuals for the work for the organizations.

15. DEFINATION Wage: A regular payment, usually on an hourly, daily, or weekly basis made by an employer to an employee, especially for manual or unskilled work. Salary: A fixed regular payment, typically paid on a monthly basis but often expressed as an annual sum, made by an employer to an employee, especially a professional or white-collar worker.

16. A group of activities involved in the development, implementation, and maintenance of a pay system. An ongoing process of managing a wage and salary structure Wage and Salary Administration

17. To have a scientific, rational, and balanced wage and salary structure. In a salary administration, the employer should not feel that the employees are paid more than they deserve and the employees should not feel that they are underpaid. The ultimate goal of wage determination process is to establish & maintain an equitable wage structure that enhances the employee commitment to the organization. Why do we need to study Wage and Salary Administration?

18. Wage determination process Job analysis Job evaluation Wage survey Preparation of wage structure Designing pay ranges

19. Initiatives taken by the .. GoI Payment of Bonus Amendment Act, Payment of Wages (Amendment) Act, 2017

20. Cont… Child Labour (Prohibition and Regulation) Amendment Act, 2016. The Employee Compensation (Amendment) Act.

21. Cont… Maternity Benefit Amendment Act, 2017 The Payment Of Gratuity (Amendment) Act, 2018.

22. Regulations Under the Wages Act 1949 Regarding the payment of minimum wages:- The minimum wages has to be paid without any deduction other than statutory deduction Payment of wages less than minimum wages on the ground of less performance or output is illegal

23. CONT … Regarding fixing hours of work For the Adult worker working in factories :- Number of working hours should not exceed 48 hours with 1 hour Rest interval. Provision of Compensatory Holiday / Overtime wages if working on holiday.

24. Regarding to time wage If the person has worked for more than 48 hours in a week then, the excess hours worked will be treated as overtime . Overtime wage rate will be twice of the normal wage rate. Employer could not provide the activities of the job then the employee is entitled to receive full salary. Employee has not worked due to his unwillingness then, the employee is not entitled to receive full salary

25. Regarding the Record to be Maintained Particulars of employed persons The work performed by them The wages paid to them The receipts given by them

26. Thank You