job evalution, promotion,transfer, demotion

8/2/2019 Job Evalution, Promotion,Transfer, Demotion

1/29

Presented by:-Mr.Harshal Thombare (27)

Mr.Vishal Kohale (20)Mr. Bharat Jadhav (19)


2/29

Meaning:

Job evaluation means determining the relative worth of a job in an

organization by comparing it with other jobs within the organization

and job market outside.

DEFINITION:

According to Edvin B. flippo, job evolution is a systematic and orderly

process of determining the worth of a job in relation to other jobs.


3/29

To establish satisfactory wages and salary differentials. To select employees more accurately.

To promote employees goodwill.

To provide management with a basis for proper control.

To determine the rate of pay for each job.

Miscellaneous purposes.


4/29

Rate the job and not the man (i.e. employee) Easily Explainable elements of rating

Uniform understanding of elements of rating

Exposure of plan to employees

Participation of foremen in rating


5/29

Indicate relative worth of different jobs. Useful for introducing a satisfactory wage structure.

Promotes employees goodwill

Provide scientific base for promotion & transfer.

Avoid injustice to workers.

Adjustment of existing job within the wage structure.

Removes grievances & disputes amongst employees.


6/29

The ranking or grading method.

The factor comparison or weight-in-money method.

The point rating method.


7/29

Securing acceptance from employees.

Creating / forming job evaluation committee.

Finding/ deciding the jobs to be evaluated.

Analyzing & preparing job description.

Selecting the method of evaluation.

Classifying jobs. Installing the program.

Periodical review.


8/29


9/29

MEANING:-Promotion of employees from lower position to higher position

is one aspect of promotion policy of management.

DEFINITION:-According to Edwin Flippo ,promotion involves a change from

one job to another that is better in terms of status &

responsibilities.


10/29

Promotion means giving higher position. Internal promotions are better than new recruitment from

external sources.

An employee gets an opportunity to work at to higher

level due to promotion.Workers normally prefers promotions.

Promotions is rightly treated as a reward or a

appreciation of efficiency.

Promotion include horizontal or vertical dray

promotion.

Adequate publicity should be given to the promotion

policy of the company.


11/29

Retirement or resignation. Transfer of supervisory staff.

New post may be created.

Open new branches, regional offices,

divisions.


12/29

TO EMPLOYEES

Higher salary.

Higher status.

Change in the nature of work. Non monetary benefit.

Higher position.

Incentive to work efficiently.

Psychological satisfaction.


13/29

TO MANAGEMENT

Raise the moral of employees.

Develops second line leadership.

Facilitate the progress of management. Reduce the rate of labor turnover.

Develop cordial relationship.

Ensure orderly functioning.


14/29

Rules of promotion should be precise.

Wide publicity to promotion policy

No scope for partiality, favourism or in justice

In promotionsBased on scientific work performance

Opportunity of promotions should be provided

to every worker

Stability to promotion policy

Promotion should not be forced


15/29

MERITS:-

Simple & objective.

Wide acceptability.

Provide security & definiteness. Reduce the rate of labour turnover.

Exact & impartial.

Avoids partiality & favoritism.


16/29

DEMERITS:-

Simple & mechanical method.

No encouragement to learn & grow.

Affect moral of meritorious workers. Unscientific.

Management are not favorable.

Leads labour turnover.


17/29

ADVANTAGES:-

Promotion are given to capable persons.

encouragement to workers to take the interest

In the work. raises moral of workers.

Support from management and qualified

workers.

Scientific & rational.


18/29

LIMITATIONS:-

Difficult & complicated method.

Ample scope for favoritism.

lacks wide acceptability. no guarantee of promotion.

merits are base for promotion is not definite as

exact.


19/29

Difference : Promotion by merits &promotion by seniority

Promotion by merits Promotion by seniority

Ability, interest, qualification Length of service are taken into

are taken into account. Account.

Acceptable:- management always employees & trade unions favors

favors promotion on merit basis. Promotion on seniority basis

Types of method:- complicated simple & objective method.

method.

Security of promotion:- It gives sense of securityno guarantee of promotion.

Where used:- private sector government sector.


20/29


21/29

MeaningTransfer is defined as a lateral shift

causing movement of individuals from one

position to another usually without involving any

marked change in duties, responsibilities, skillsneeded or compensation.


22/29

Purposes / reasons for transfer

1. Variation in the volume of work.

2. Rectification of poor placement.

3. Satisfying personal needs of employees.4. Meeting organizational needs.

5. Solution to poor performance.

6. Providing relief & to punish employees.


23/29

TYPES OF TRANSFER

1. Production transfer.

2. Replacement transfer.

3. Versatility transfer.4. Shift transfer.

5. Remedial transfer.


24/29

PROCEDURE FOR TRANSFER

1. Transfer from one place / department / plant

to the other.

2. Inter-departmental transfer.3. Intra departmental transfer.


25/29


26/29

DEMOTIONS

Demotion is the reassignment of a lower level

job to an employee with delegation of

responsibilities and authority required to

perform that lower level job and normally with

lower level pay.


27/29

Reasons For Demotions

Unsuitability of the employee to higher level

jobs.

Adverse business conditions.

New technology and new method of operation

demand new and higher level skills.

Employees are demoted on disciplinary

grounds.


28/29

Demotion Principles

Specification of circumstances.

Specification of superior.


29/29

THANK YOU

job evalution, promotion,transfer, demotion

Documents