Presented by,ASMA.M2nd Sem, M.comRegister No: CM112016

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POSITION A position is a group of tasks assigned to

one individual J0b

◦Group of related activities and duties◦A group of positions that are similar as to kind and level of work.

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Job Analysis is a process of obtaining information about jobs by determining the duties , tasks or activities of those jobs.

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Job description is a written statement that defines the duties, relationships and results expected of anyone in the job.

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Job Specification is an analysis of the kind of person it takes to do the job, that is to say, it lists the qualifications.

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Job analysis continued….

Purpose of Job Analysis:

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Job analysis continued….

Interviews

Structured Questionnaire / Inventory

Direct Observation

Logbooks / Work Diaries

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JOB EVALUATION9

Process of determining the value of each job compared to all the other jobs in an organization.

The evaluation process is used as the foundation for an equitable and consistent system of compensation.

Process of determining the value of each job compared to all the other jobs in an organization.

The evaluation process is used as the foundation for an equitable and consistent system of compensation.

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To make sure that the job and pay levels do not:

1. underpay the staff – resulting to loss of valuable personnel2. overpay the staff – resulting to extra manpower expense which cannot translate into profit3. remain static – resulting to demotivation and low morale of staff thereby minimizing their contribution to the company.

To make sure that the job and pay levels do not:

1. underpay the staff – resulting to loss of valuable personnel2. overpay the staff – resulting to extra manpower expense which cannot translate into profit3. remain static – resulting to demotivation and low morale of staff thereby minimizing their contribution to the company.

Job Evaluation continued….

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1. Review JD for any updates.2. Determine which tasks can be evaluated by peer,

customer, self and head.3. Evaluate JD based on the different job factors.4. Assign points to each job factor per position.5. Sum all points of each position to determine

level.6. Come up with salary structure based on the

different levels.

1. Review JD for any updates.2. Determine which tasks can be evaluated by peer,

customer, self and head.3. Evaluate JD based on the different job factors.4. Assign points to each job factor per position.5. Sum all points of each position to determine

level.6. Come up with salary structure based on the

different levels.

Job Evaluation continued….

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QuestionsQuestions

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