2 dessler gary 2010 human resource management

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2. Dessler Gary (2010), “Human Resource Management”, Prentice Hall International Editions, New Jersey. 3. Carrell Michael R., Elbert Norbert F., Hatfield Robert D. (1999), “Human Resource Management,” Prentice Hall, Englewood Cliffs, New Jersey. 10.11 LEARNING ACTIVITIES 1. “Job analysis is the most basic personnel management function.” Discuss. 2. Clearly define and discuss the relationship among job analysis, job description and job specification. 10.12 KEYWORDS Analysis, Description, Specification, Management, Organization.
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97 LESSON 11 JOB EVALUATION 11.1 INTRODUCTION Job evaluation is a systematic process of analyzing and evaluating jobs to determine the relative worth of job in an organization. It forms the basis for designing the sound compensation system in an organization. Since wage and salary administration and the perceived fairness of approach adopted under it have a immense influence on employee morale, motivation and satisfaction, proper job evaluation exercise demands sensible consideration. An important exercise that an organization needs to carry out is ‘Job Evaluation’. It is nothing but finding out relative worth of a job, in terms its contribution and significance to the overall organizational objectives. 11.2 OBJECTIVES After reading this lesson, you should be able to To know basic approach to job evaluation. To importance of job evaluation and its effectiveness. To know the important methods of Job Evaluation. 11.3 CONTENTS 11.3.1 Meaning and Objectives 11.3.2 Procedures and Uses 11.3.3 Limitations of Job Evaluation 11.3.4 Job Evaluation Methods 11.3.1 Meaning and Objectives Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. It should be noted that in a job evaluation programme, the jobs are ranked and not the jobholders. Jobholders are rated through performance appraisal. “Job evaluation is a process of finding out the relative worth of a job as compared to othe r jobs” The following objectives are derived from the analysis of the above-mentioned definitions: - 1. To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2. To compare the duties, responsibilities and demands of a job with that of other jobs. 3. To determine the hierarchy and place of various jobs in an organization. 4. To determine the ranks or grades of various jobs.
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98 5. To ensure fair and equitable wages on the basis of relative worth or value of jobs. In other words equal wages are fixed to the jobs of equal worth or value. 6. To minimize wage discrimination based on sex, age, caste, region, religion etc.
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