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INTRODUCTION OF HUMAN RESOURCE MANAGEMENT:

Human resource is of paramount importance for the success of any organization. It is the source of strength and aid human resources are the wealth of any organization which can it in achieving its goals. Human resource management is concerned with the human being in an organization. it reflects a new outlook which views organizations

manpower as its resources and assets. Human resource is the total knowledge, abilities, skills talents and aptitude an organizations work force. The values, ethics , beliefs of the individual working in an organization also form a part of human resources . The resourcefulness of various categories of people and other people available to the organization can be treated as human resource. Human resource management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives.

MeaningHRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization.

Human Resource Management: Evolution

The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment..

Definition Of Human Resource Management:

According to flippo, Personal management, or say, human resources management is the planning, organizing, directing and controlling of the procurement separation of

development, compensation, integration, maintenance and

human resources to the end, that individual, organizational and social objective are accomplished.

According to Duecento and Robbins, HRM is concerned with the people dimension in management. Since every organization is made up of people, acquiring their service, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve to organizational objectives. This is true, regardless of the type of organizational -government, business, education, health or social action.

Human Resource Management: Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Function Of Human Resource ManagementThe human resource management performs the following functions these are as follows Human resource planning. Recruitment, selection placement of personnel

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Training and development Performance Appraisal Taking corrective steps Remuneration of employees. welfare of employees

Human Resource Management: Scope

1. Personnel aspectThis is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.

2. Welfare aspectIt deals with working conditions and amenities such as canteens, crches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

3. Industrial relations aspectThis covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Human Resource Management: Objectives


To help the organization reach its goals. To ensure effective utilization and maximum development of human resources. To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees. To increase to the fullest the employee's job satisfaction and self-actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee in its multidimensional aspect. To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration

JOB EVALUATIONMeaningJob evaluation is a process of determining the relative worth of a job. It is a process which is helpful even for framing compensation plans by the personnel manage Job evaluation is a systematic process that you can use to determine the relative level, importance, complexity, and value of each job in your organization. With a successful job evaluation system, you can compare each job to other jobs within your organization. It is best to perform job evaluation after work analysis. Job evaluation, in conjunction with work analysis, helps you develop a job description that is broad, descriptive, and flexible so that you can adapt the description to your organization's changing needs.

Definition
Job:-consists of a group of task that must be performed for an organization to achieve its goals Job evaluation:- job evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be.

Methods of Job EvaluationThe following are the methods of job evaluation;

Non Quantitative Method

Job ranking method

Job classification method

Methods of Job Evaluation

Point method

Quantitative Method
Factor comparison method

A) Non-quantitative method:1. Job ranking method:The ranking is a systematic process of arranging something in an orderly manner in accordance with its importance. Under the job ranking method or comparison method, a job is compared with all other jobs and it is ranked in order of its worth or importance to the organization. The task of ranking and determination of job worth is entrusted to a group of experts. The factors such

as the nature of work, responsibility, working condition, extent of supervision needed etc. are taken into consideration. Merits: This method is simple to operate because of conversion of numerals into monetary value is not a very complex affair. The time, cost and labour involved in operating this method is the least as compared to other methods of job evaluation. Demerits: There is no elaborate use of detailed job factors and no scope for weightages and points. Despite of the fact that job description and job specification are very much taken to resort this method. 2. Job grading method:This method was first introduced in America with the passing of the classification act the provision of which were made legally obligatory to all types of jobs i.e. clerical and administrative jobs in the civil services organization in the country. This method has thus gained a good recognition and popularity in the government departments in the countries all over the world.

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Merits: The procedure of job evaluation followed under this method is based on logic and nationality. Being simple in calculation, operation, installation and administration and having not much complexities and technicalities. Demerits: This method is mostly used in small organization and the governments establishments. It is on the basis of job description that the grade description are drawn, the scale of values is established and particular grade is allotted to each job.

B) Quantitative methods:1. Factor comparison method:This method was developed by Eugene Beng in 1936. This is also called as the weight-in-money method of job evaluation. Being more meticulous and comprehensive, this method of job evaluation is widely used in modern industry.

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Factors Skill Education Experience initiative Efforts Physical demand Mental and visual demand Responsibility Equipment process Material product Safety of others Work of others Job condition Working condition hazards

Total points 250 70 110 70 75 50

Range of degree 1 2 3 14 22 14 28 44 28 42 66 42

4 56 88 36 70 110 70

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20

30

40

50

25 100 25 25 25 25

10

15

20

15

5 5 5 5

10 10 10 10

15 15 15 15

20 20 20 20

25 25 25 25

75 50 25 10 5 20 10 30 15 40 20 50 25

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Merits:It is an analytical method. Adoption of logical and elaborate procedure of job rating. Flexibility of wages and salary structure. Demerits:It is a complex and difficult to understand and operate. It is a time consuming and expensive for installation. 2. Point method:This is the most popular method of job evaluation among the modern large scale industrial enterprises. Under this method ,the jobs are divided into component factors, the points or weights are assigned to each one of these factors in accordance with their importance. This worth or value of a job depends on the aggregate of such points assigned. Merits:It is a most comprehensive and accurate method of job evaluation. To consistency in assigning of point scores and money value to the job factors. To minimize of bias and personal judgement

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Demerits:It is a complicated method difficult to understand by the average workers. It is a time consuming and expensive method. This method is not suitable to managerial jobs in which the job factors are not measurable.

Essentials of success of Job Evaluation programme: seek active support ,cooperation and involvement of top management in planning and implementation of job evaluation programme. Convince the operative departments managers about its need and importance. Keep employees well informed about the objectives,methods and techniques adopted for job evaluation. Make the programme adequately simple and understandable by the workers. Prepare job description, job specification and job standardization as a spadework, for job evaluation. Make a job evaluation programme s an adjunct to collective bargaining. Use job evaluation techniques for determining the job worth and fixing the wage rates

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Advantages of Job Evaluation1. Reduction in inequalities in salary structure It is found that people and their motivation is dependent upon how well they are being paid. Therefore the main objective of job evaluation is to have external and internal consistency in salary structure so that inequalities in salaries are reduced. 2. Specialization Because of division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them. Therefore, an attempt should be made to define a job and thereby fix salaries for it. This is possible only through job evaluation. 3. Helps in selection of employees The job evaluation information can be helpful at the time of selection of candidates. The factors that are determined for job evaluation can be taken into account while selecting the employees. 4. Harmonious relationship between employees and manager Through job evaluation, harmonious and congenial relations can be maintained between employees and management, so that all kinds of salaries controversies can be minimized.

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5. Standardization The process of determining the salary differentials for different jobs become standardized through job evaluation. This helps in bringing uniformity into salary structure. 6. Relevance of new jobs Through job evaluation, one can understand the relative value of new jobs in a concern.Thus, job evaluation is different from performance appraisal. In job evaluation, worth of a job is calculated while in performance appraisal, the worth of employee is rate

Disadvantages of job evaluation1. A job evaluation frequently favours group different from those which are favoured by the market. 2. When job evaluation is applied for the first time in any organization, it creates doubts and often fear in minds of those whose jobs are being evaluated. 3. Though many ways of applying the job evaluation techniques are available,rapid changes in technology and in supply and demand of particular skills. 4. Job evaluation takes a long time to install requires specialized technical personnel. 5. When job evaluation results in substantial changes in the existing wage structure, the possibility of implementing these changes in a relatively short period may be the firm has to operate.
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COMPANY PROFILE

Introduction of Baidynath Ayurvedic Bhawan pvt. ltd.

History Of Baidyanath Ayurvedic Bhawan Pvt Ltd.


Much before mankind learnt about life sciences, much before any other discipline of medicine could even be conceived, one discipline of life science had evolved into a complete treatise on prevention and cure of human elements. More than 5000 years ago, in India originated a science by the name ayurveda - `ayus` meaning life and veda meaning dealing in essence, for the the maintenance of physical, mental, social and spiritual health of an individual. a life science that aimed at prevention as much as cure, it soon came to find favour in whole of asia as well as middle east, turkey, greece and egypt.
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ayurveda is an understanding of the remedial powers of nature and all ayurvedic formulations are made from extracts of herbs, fruits, seeds, roots, gum, flowers and latex. It is only with the advent of synthetic chemicals that we come to hear of side effects and after effects, something that ayurvedic formulations do not suffice for. while many may find it surprising, ayurveda which we know today, is essentially the same science that reached its summit thousand of years ago. it must also be a revelation to most that the text of this treatise is a well researched account of remedial powers of nature on our planet, preserved in atharvaveda, one of the five holy books of hindu descent, pandit ramnarayan sharma an illustrious practitioner of ayurveda, made a small beginning by starting the manufacture of ayurvedic medicines at baidyanath dham in bihar in the year 1917, and then pioneered a large scale production of ayurvedic formulations at-: (1) Kolkata in 1921 (2) Patna in 1940 ( 3) Jhansi in 1941 (4) Nagpur in 1942 (5) Allahabad in 1958. Under the flagship of shree baidyanath ayurved bhawan and this expansion did not prove sufficient and a new works came up at baddi (solan)

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h.p. in the year 1995, new plants now exist at barotiwala (h.p.) kashipur (u.k.) and seoni (m.p.)..

With the vision of making people aware of the benefits of Ayurveda, Late Vaidya Pandit Ram Narayan Sharma founded Shree Baidyanath Ayurved Bhawan Pvt. Ltd. in the year 1919 at Baidyanath Dham, Bihar. Mr. Pranav Sharma, the owner of the company has been successfully managing his ancestral business for a long time and has taken it to the new heights of success.

Different products
Ayurvedic Pain Reliever Herbal Pain Relief Medicines manufactured by us are the safest and proudly boasts of no side effects. Use of our Ayurvedic Pain Relief Medicines under the supervision of an Ayurvedic physician, is sure to offer instant relief from Rheumatism, Arthritis and Joint Pains. Today, we have firmly ...

Ayurvedic Liver Care Medicines We bring forth a range of Ayurvedic Liver Care Medicines made out of herbal extracts, which help in toning the liver. These well-researched Ayurvedic formulations are used for improving ones metabolism and are highly effective in post jaundice & hepatitis convalescence. These are ...
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Ayurvedic Gynecology Medicines We understand the health problems faced by women and for curing them, we manufacture various Ayurvedic Gynecology Medicines that can be taken without any risk. The beneficial formulation of herbal and Ayurvedic Gynecology Medicines manufactured by us offers relief from post delivery ...

Ayurvedic Diabetes Medicines We have garnered a strong position for ourselves in the global market for manufacturing an ayurvedic remedy for the most common disease faced by people these days, i.e. diabetes. Our Ayurvedic Diabetes Medicines are safe and does not contain nay kind of harmful chemical or ...

Ayurvedic Cough Medicines Get quick relief from common cold that usually disturbs every time the weather changes. We have bring forth herbal and Ayurvedic Cough Medicines that can treat various respiratory disorders without any side effect. Our Ayurvedic Cough Medicines are available in different variations at ...

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Resources

We are backed by an experienced team of doctors, pharmacists, chemists and other allied workers. It is their combined effort and sincerity, which has helped us today to reach the top most level in todays competitive market. Our sound infrastructural base is well equipped with all the high tech machines and equipment that assure the preparation of finest quality of Ayurvedic and herbal medicines and cosmetics. All our Ayurvedic medicines are prepared on the basis of Granthoktha in fully automatic state-of-the-art plants spread all over India

Quality Control
We at Baidyanath strive to maintain the quality of our herbal medicines, thus in addition to the standard manufacturing processes; we have our own stringent quality control systems. We make every effort to keep up the cleanliness and hygienic levels of our production units right from the stage of procurement of raw materials. Moreover, each of our medicines undergoes various strict quality control checks not only through specialized machinery but also manually, under the guidance of our experts. Special concern is given to the packing of the herbal medicines to keep their therapeutic properties intact for a longer period of time. Our registration from Indian Foods and Drugs Administration (FDA) is the manifestation of the high quality of our herbal medicines. Moreover, we have been successfully meeting the highest standards of United States Foods and Drugs Administration for more than 50 products, which are being exported.
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Name of President Year of Establishment Nature of Business Market Covered

: Mr. Pranav Sharma : 1919 : Manufacturer, Exporter & Supplier : India, USA, Nigeria, Romania, Russia, Ukraine, Dubai, Saudi Arabia & Worldwide

. More than 5000 years ago, in india originated a science by the name ayurveda - `ayus` meaning life and veda meaning dealing in essence, for the the maintenance of physical, mental, social and spiritual health of an individual. A life science that aimed at prevention as much as cure, it soon came to find favour in whole of asia as well as middle east, turkey, greece and egypt. Ayurveda is an understanding of the remedial powers of nature and all ayurvedic formulations are made from extracts of herbs, fruits, seeds, roots, gum, flowers and latex. It is only with the advent of synthetic chemicals that we come to hear of side effects and after effects, something that ayurvedic formulations do not suffice for. While many may find it surprising, ayurveda which we know today, is essentially the same science that reached its summit thousands of years ago. It must also be a revelation to most that the text of this treatise is a well researched account of remedial powers of nature on our planet, preserved in atharvaveda, one of the five holy books of hindu descent, pandit ramnarayan
Sharma an illustrious practitioner of ayurveda, made a small beginning by

starting the manufacture of ayurvedic medicines at baidyanath dham in bihar in the year 1917.
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Publication of Ayurvedic Literature :


Shree Baidyanath Ayurved Bhawan Ltd., publishes important and valuable treatises on medical subjects. 72 of such books have already been brought out. Pt. Ram Narayan Sharma Vaidhya Research Trust. It was founded in 1982. Every year prize of Rs. 100000 is awarded for the best research paper or book on Ayurved. The recipient of this coveted prize was Prof. Damodar Sharma Gaur, retired professor of Ayurved of Banaras Hindu University in 1982. In the year 1983, the awardee was Ayurvedacharya Pt. Hariduttji Shastri of Mumbai. In the year 1984, the awardee was Acharya Priyavantji Desai. For the year 1986, the award was given to Vaidya Vinayak J. Thakkar; Ex- Vice Chancellor of Gujrat Ayurved University, Jamnagar. For the year 1987, the award is being given posthumously to Acharya Vishwanath Dwivedi and P.J. Deshpande jointly. For the year 1988, the award is being given to Prof. Dr, Jyotiritra Acharya onhis Buddha Sahitya mein Ayurved,

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The awards for the year 1986,1987 and 1988 had been given to winners by the hands of Prime Minister Shri Narshimha Rao on Friday, the 7 th August, 1992 at Pradhanmantri Nivas, New Delhi. The awards for the year 1989, 1990, 1991 and 1992 were given to the awardees by Honorable Shri P.V. Narshimha Rao at New Delhi on Saturday, the 16 th March 1996. The recipients of the awards are Acharya Brihaspatidev Triguna, Delhi for the year 1989. Acharya Ramniwas Sharma, Hyderbad for the 1990 Late Acharya Raghuvir Prasad Trivedi, Hathras for the year , 1991 and Acharya Yadunandan Upadhyay, Varanasi for the year 1992. Pt. Acharya Shivkaran Sharma Chhangani, Nagpur for the year 1993. Pt. Shriram Sharma, Mumbai for the year 1995. Prof. Premvati Tiwari, Varanasi for the year 1996.

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RESEARCH METHODOLOGY
Research refers to search for knowledge through objectives. Research is an academic activity hence the term should be used in a technical sense. Research is an original contribution to the existing stock of knowledge making for its advancement. It is the per suite of truth, with the help of study team observation, comparison, and experiment. As such the team research refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain consuls ions either in the form of solution towards the concerned problem or in certain generalization for some theoretical formulation. Research in common parlance refers to a search for knowledge. Once can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. The Advanced Learners Dictionary of Current English lays down the meaning of research as a careful investigation or inquiry specially through search for new facts in any branch of knowledge.1 Redman and Mory define research as a systematized effort to gain new knowledge.2 Some people consider research as a movement, a movement from the known to the unknown. It is actually a voyage of discovery. We all possess the vital instinct of inquisitiveness for, when the unknown confronts us, we wonder and our inquisitiveness makes us probe and attain full and fuller understanding of the unknown. This inquisitiveness is the mother of all knowledge and the method, which man employs for obtaining the knowledge of whatever the unknown, can be termed as research.

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DefinitionAccording to advance learners dictionary research is a careful investigation or enquiry specially who search for more in any branch of knowledge.

According to Lyford Woody, Research appraises Defining and Refining Hypothesis or Suggested Conclusion , problems formulating Organizing and

Collecting,

Evaluating data, making reduction reaching conclusion to determent whether they fit the Formulated, Hypothesis.

Objectives of research:
1. To gain familiarity with the presents status of the business. 2. To measure the frequency of occurrences of various parameters/indicators. 3. To reveal the trend and tendencies in the business, i.e. ,to assess the growth or expansion potential of the business. 4 . To identify the influencing factor or determinants of business parameters. 5 .To test the significance and validity and reliability of the result.

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Types of research A research methodology that combines action and examine specific
questions, issues or phenomena through observation and reflection, and deliberate intervention to improve practices. The following are the types of research are as under 1. Basic research: It is experimental and theoretical work undertaken to acquire new knowledge without looking for long-term benefits other than the advancement of knowledge. 2. Clinical trials: This are the research studies undertaken to determine better ways to prevent ,screen, diagnose or treat diseases. 3. Epidemiological research: It is concerned with the description of health and welfare in population through the collection of data related to health and the frequency, distribution and determinants of disease in population, with the aim of improving health. 4. Evaluation research: It is research conducted to measure the effectiveness or performance of a programme, concept or campaign in achieving its objectives.

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5. Literature review: It is a critical examination, summarization, interpretation or evaluation of existing literature in order to establish current knowledge on a subject. 6. Qualitative research: It is a research undertaken to gain insights concerning attitudes, beliefs, motivation and behaviours of individuals to explore a social or human problem and include methods such as focus group, in-depth interviews, observations research and case studies. 7. Quantitative research: It is a research concerned with the measurement of attitudes, behaviours and perceptions and includes interviewing methods such as telephone, intercept and door-to-door interviews as well as self-completion methods such as mail outs and online surveys. 8. Service or program monitoring and evaluation: It involves collecting and analyzing a range of process and outcome data in order to assess the performance of a service or program and to determine if the intended or expected results have been achieved.

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DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting data - for example as part of a process improvement or similar project. The purpose of data collection is to obtain information to keep on record, to make decisions about important issues, to pass information on to others. Primarily, data is collected to provide information regarding a specific topic.

Collection Of Data
There are several ways of Collecting the appropriate data which differ Considerably in context of money cost, Time and Other of resources at the disposal of researcher. There are mainly two types of data.

Primary Data:Primary data can be collected either experiment or to Survey. In case of survey data can be collected by any or more the following ways.

Primary sources are original sources from which the researcher directly collects data that have not been previously collected . Primary data are first-hand information collected through various methods.

Sources Of Primary Data


a) By Observation b) Through Schedules c) Personal interview.
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Secondary Data:Secondary data are which are already collected by some one for one for some purpose and are available for the present study. Secondary data are collected by companies Records and Other libraries book Secondary Data can be used as the basis of comparison with Primary Data which has been collected by questionnaire for interview.

Sources Of Secondary Data


a) News paper b) Magazine c) web site.

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Methods Of Data Collection


The methods for collecting data of my project are:1. Internal sources 2. External sources 1.Internal sources:Internal sources includes; Company voucher Group techniques Personal interview Questionnaire.

2.External sources:External sources includes Catalogue Magazine Website.

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OBJECTIVES OF STUDY To know job evaluation method adopted by Baidyanath Ayurved Bhawan pvt, ltd. To see whether job evaluation programme helps company in selection and recruitment process. To know whether job evaluation programme provide a base for job training and orientation programme. To know the effect of job evaluation on employee performance. To know whether job evaluation programme in Baidyanath Ayurved Bhawan pvt, ltd is free from any unbaise system.

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HYPOTHESIS
It is assume that it helps to put the right man at the right job. It is assume that job evaluation helps company in wages and salary administration.

It is assume that job evaluation helps to keep the employee morale on higher level.

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STUDY OF JOB EVALUATION PROGRAMME IN BAIDYANATH AYURVEDIC BHAWAN LIMITED.

Purpose: Job evaluation is the application of a process to identify, analyze and measure each job against established criteria and weigh the relative value of jobs in a uniform and consistent manner. It is NOT used to obtain a salary increase for the incumbent. Evaluation of Job: Job evaluation helps provide salary equity among all jobs in a salary administration. After a job is evaluated, it is assigned to the appropriate salary group and corresponding salary range. Period of Evaluation: Jobs are evaluated when: A new position is established, prior to recruitment When an existing position has changed 10-15% (up or down.) Person Involve: Requests for evaluation can come from: The Job Evaluation Committee (JEC) The Human Resources Office The positions supervisor

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Job Evaluation:
Job evaluation is a systematic process that you can use to determine the relative level, importance, complexity, and value of each job in your organization. With a successful job evaluation system, you can compare each job to other jobs within your organization. It is best to perform job evaluation after work analysis. Job evaluation, in conjunction with work analysis, helps you develop a job description that is broad, descriptive, and flexible so that you can adapt the description to your organization's changing needs. Job evaluation, performed effectively and used to clarify and revise job descriptions and position responsibilities, is your solution to all of these issues. Job evaluation is a tool used to evaluate the worth of each job in your organization and in today's labor market. A successful job evaluation system can help you make your organization's pay system equitable, understandable, legally defensible, approachable, and externally competitive. You can use job evaluations to:

Clarify job descriptions so that employees understand the expectations of their roles and the relationship of their roles to other jobs within the organization.

Attract desirable job candidates. Retain high-potential employees.

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Assess employee contribution


Job evaluation helps you establish and qualify differences in employee contribution across jobs. These differences provide a foundation for employee compensation decisions. The job evaluation process measures the elements of a job and produces an overall score. In each case, you evaluate the job, not the employee who performs the job.

Assess job content and value


Typically, the job evaluation assesses both the content of a job and the value of a job for your organization.

Job content: It refers to the type of work performed and the skills and knowledge necessary to perform the work.

Job value : It refers to the job's degree of contribution in meeting your organization's goals and the degree of difficulty in filling the job.

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Factors in job evaluation Job evaluators often assess jobs based on these factors:

Training level or qualifications requirements Knowledge and skills requirements Complexity of tasks Interaction with various levels of the organization Problem-solving and independent judgment Accountability and responsibility Decision-making authority Degree of supervision required Cross-training requirements Working conditions Degree of difficulty in filling job

Aim / Objectives Of Job Evaluation


Primary Aim Job evaluation determines (measures) the intrinsic worth of jobs, based on systematic assessment of the degree of complexity of job content and requirements, Secondary Aim Job evaluation relates jobs to each other in terms of their intrinsic worth, and hence to determine relative complexities of different jobs and a rational job structure within an organisation.
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How to Implement Job Evaluation Process In Baidyanath Ayurved Bhawan Pvt.Ltd.


The concept of job evaluation often can be intimidating to employees in an established organization. Employees might worry about losing their jobs, and pay might be decreased after job comparisons and evaluations are completed. To help employees accept and understand your job evaluation system, approach job evaluation from an organizational development perspective. The aim of this course is to provide a sound knowledge of job evaluation skills and provide an understanding of how job evaluation fits into the broader context of human resources management, and to provide practical skills in the application of job evaluation systems. Most employers want to ensure that they can attract, retain and motivate the best employees and teams, and this will cover the key areas in job evaluation tools and techniques and best-practice processes for evaluating jobs and placing them accurately into your overall grade structure The following are the process of job evaluation programme of baidyanath co.:-

Create a team Select the job evaluation method Communicate with employees

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Create A Team
To promote widespread support, understanding, and acceptance across your organization, creates a cross-functional team to work on job evaluation. The team should represent various levels and jobs within your organization.

Select The Job Evaluation Method


The team can work together to evaluate and select a job evaluation method. Train team members in the requirements of the Fair Labor Standards Act and any other best practices for selecting a job evaluation method for your organization.

Communicate With Employees


During the implementation of job evaluation, regularly communicate with employees throughout the process. This helps employees feel a sense of ownership from the results of the job evaluation results. Your employees need clarity about their roles and responsibilities as well as about what's expected from them. Job evaluation, performed effectively and used to clarify and revise job descriptions and position responsibilities.

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Steps In Job Evaluation


The standard steps in job evaluation include: 1. Introduce the concept of job evaluation. 2. Obtain management approval for the evaluation. 3. Train the job evaluation selection team. 4. Review and select the job evaluation method. 5. Gather information on all internal jobs. 6. Use information to fully expand job descriptions. 7. Use the selected job evaluation method to rank jobs hierarchically or in groups. 8. Link the ranked jobs with your compensation system or develop a new system. 9. Implement the job evaluation and compensation systems. 10.Periodically review your job evaluation system and the resulting compensation decisions.

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The Job Evaluation Process

Job evaluation is the process to determine the pay grade and exemption status for a job. A job evaluation can be conducted to determine the level of a new job or an existing job. Job evaluations will determine the salary grade of a job and may occur at any time during the year. There are two possible ways of measuring these factors:

an interview of one employee from each job; a job description, either completed or agreed by an employee.

During the evaluation a score is given for each of the factors listed above within each role. The scores are then added up to produce a final score for each job role. If two job roles are found to have the same score then this means that they should be paid the same. If you have not been paid the same then you may have an equal pay claim. The job evaluation has given you a colleague to compare yourself with when making this claim.

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Steps In The Evaluation Process:


Job Description The position supervisor assigns duties and writes the job description. If there is an incumbent employee, s/he reviews it, and they both sign it. Instructions and additional assistance are available from Human Resources, if needed. The job description is a snapshot of the job as it presently exists, reflecting the current duties and responsibilities of the job and/or the incumbent. Approval The vice president reviews job descriptions and, if s/he concurs, approves the responsibilities, requirements, and departmental organization contained within a job description presented for new evaluation, and signs it. If the vice president does not concur with the contents of the description, it is returned to the supervisor for changes. Review Human Resources reviews the job description as submitted with the supervisor prior to evaluation by the Job Evaluation Committee . Human Resources helps ensure that there is consistency and equity in the job descriptions and titles by editing them for clarity and format. If the Human Resources Office makes changes, the job description is returned to the supervisor and vice president for signature prior to being presented to the Job Evaluation Committee .

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Evaluation The Job Evaluation Committee (JEC) is a multi-member committee, the members of which are appointed by the Director of Human Resources, representing offices throughout the College. JEC ensures equity among jobs through the use of established, consistent criteria for evaluation and prevents escalation of the job evaluation grades by validating changes in job content presented for review. Members of JEC receive in-depth training on job evaluation and utilize a consistently applied point system for the evaluations.

Confirmation
The appropriate Vice President will review and confirm all job evaluations and titles recommended by JEC in their respective areas.

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Responsibilities:
Supervisor: In collaboration with the employee, develops and reviews the job description, creates the request for evaluation and prepares organizational chart. Obtaining signatures is also the responsibility of the department.

Vice President: Signs the job description and request for evaluation form. Authorizes evaluation and appeals.

Human Resources: Ensures consistency in job descriptions and titles. Assist supervisors with developing job descriptions Obtains appropriate approvals after evaluation.

Job Evaluation Committee (JEC): Ensures equity through use of a common evaluation tool. Checks the validity of job contents and requirements to prevent escalation.

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Analyze Job Evaluation Methods Adopted By Baidyanath Ayurved Bhawan Pvt. Ltd.
Before implementing job evaluation in our organization, we select the most appropriate job evaluation method. Hundreds of job evaluation systems exist. Research the job evaluation methods and resources available online. Four job evaluation systems are most commonly used:

1. Ranking 2. Classification 3. Point evaluation 4. Factor comparison

1. Ranking Ranking jobs is the easiest, fastest, and least expensive approach to job evaluation. It is also most effective in smaller organizations with few job classifications. To rank positions, order jobs from highest to lowest based on their relative value to your organization. The process of job ranking typically assigns more value to jobs that require managerial or technical competencies. More value is also assigned to jobs that supervise, exercise decision-making authority, or rely on independent judgment. For example, a job-ranking system might rank the job of CEO as the
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most valued job within the organization and the job of product assembler as the least valued.

Advantages : Simplicity is the main advantage in using a ranking system. It is also easy to communicate the results to employees, and it is easy to understand.

Disadvantages : Ranking jobs is subjective. Jobs are evaluated, and their value and complexity are often assessed on the basis of opinion. Also, when creating a new job, existing jobs must be reranked to accommodate the new position.

2. Classification The general purpose of job classification is to create and maintain pay grades for comparable work across your organization. To conduct a job classification: First, write descriptions for a category of jobs; next, develop standards for each job category by describing the key characteristics of those jobs in the category; finally, match all jobs to the categories based on the similarity of tasks, the decision-making exercised, and the job's contribution to the organization's overall goals. Universities, government employers and agencies, and other large organizations with limited resources typically use job classification systems. These types of organizations have many types of jobs at diverse locations and must maintain equitable and fair standards across all work settings.

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Advantage :

Job classification is simple once you establish your

categories. You can assign new jobs and jobs with changing responsibilities within the existing system.

Disadvantages : Job classification is subjective, so jobs might fall into several categories. Decisions rely on the judgment of the job evaluator. Job evaluators must evaluate jobs carefully because similar titles might describe different jobs from different work sites.

3. Point Evaluation Point evaluation is the most widely used job evaluation method. In a point evaluation system, you express the value of a particular job in monetary terms. You first identify compensable factors that a group of jobs possess. Based on these factors, you assign points that numerically represent the description and range of the job. Examples of compensable factors are skills required, level of decisionmaking authority, number of reporting staff members, and working conditions.

Advantage : This method is often viewed as less biased than other methods because the job evaluator assigns each job's total points before the compensable factors become part of the equation.

Disadvantages : Subjective decisions about compensable factors and the associated points assigned might be dominate. The job evaluator must be aware of biases and ensure that they are not represented in points assigned to jobs that are traditionally held by minority and female employees.
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4. Factor Comparison Job evaluators rank jobs that have similar responsibilities and tasks according to points assigned to compensable factors. The evaluators then analyze jobs in the external labor market to establish the market rate for such factors. Jobs across the organization are then compared to the benchmark jobs according to the market rate of each job's compensable factors to determine job salaries.

Advantage : This method results in customized job-ranking. Disadvantage : Compensable factor comparison is a time-consuming and subjective process.

The value of job evaluation in organisation


Job evaluation is a powerful tool in the compensation and benefits specialist's repertoire. Effective job evaluation helps you gather information to develop job descriptions that meet the changing needs of your organization. By implementing a successful job evaluation, you can develop an equitable compensation plan and attract and retain high-performing and talented employees.

How jobs are evaluated in organization


A good job evaluation scheme should be systematic, consistent and

analytical. Computer programs are often used to ensure that there is consistency regardless of the job or who is conducting the evaluation. Job Evaluators should also be trained to be aware of bias and be sure to assess the role and not the
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person. To make sure that everything is taken into account, every person is measured by the same list of factors. For example, these might include:

knowledge and skills contacts and communications problem solving decision making autonomy management of resources impact .

To See Whether Job Evaluation Programme Helps Company In Selection And Recruitment Process.
Identify those attributes that you feel will produce superior performance in functions critical to our companys competitive strength and look for these attributes in prospective employees. When we start collecting applications, for the job evaluation here's an overview of the process we should go through; 1. Scan applications or resumes first for basic qualifications. Some applicants apply to virtually any job opening, whether theyre qualified or not.

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2. Look for key criteria. Focus on specific hiring criteria, such as good organizational skills, supervisory experience, or good driving record. Don't rush this step. Some resums clearly reflect the skills and experience youre looking for; others may come close but just dont do the trick. 3. Set up a process to flag and identify your top candidates. At this point, you probably want to separate the wheat from the chaff, which means establishing a separate file for each of the applicants who pass the initial review. 4. Extend an invitation. Your next move depends on how many applicants remain. If you have only a few, you may want to invite them all to come in for an interview. If you have more applicants than you can handle, you may want to add yet another level of evaluation Designation: Candidate Name: Interviewer Name: Interview Date: Based on the interview, please evaluate the candidate's qualifications for the position listed above. In each section, space is provided to write additional job specific comments.

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The following are the question helps to evaluate the candidates qualification for the position regarding the job: 1. Education / Training The candidate has the necessary education and/or training required by the position. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

2. Work Experience The candidate has prior work experience that is related to the position. _____ Extensive experience _____ Meets requirements _____ Not related but transferable skills _____ No prior experience

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3. Skills (Technical) The candidate demonstrated to your satisfaction that he/she had the necessary technical skills to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

4. Supervising Others The candidate demonstrated to your satisfaction that he/she had the necessary experience in supervising others to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

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5. Leadership Skills The candidate demonstrated to your satisfaction that he/she had the necessary leadership skills to perform the job successfully. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

6. Interpersonal Skills Communication: articulated ideas clearly both written and orally. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

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7. Teamwork Demonstrated the ability to work well in a team and with superiors, peers, and reporting staff. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

8. Time Management Demonstrated the ability to manage time independently and work efficiently. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

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9. Motivation for the Job The candidate expressed interest and excitement about the job. _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

11. Skill Needed --List an additional skill specific to the job you are filling. Demonstrated the ability to: _____ Exceeds requirements _____ Meets requirements _____ Needs a little more training _____ Doesn't meet requirements

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How To Evaluate A Job On The Basis Of Training And Orientation Programme Provided By Baidyanath Ayurvedic Bhawan Pvt. Ltd. For Their Employees

1. Sales and marketing trainee A. Training Objectives To develop the competencies in a trainee to independently manage a sales system and field force by developing a sound understanding of: 1. Sales and marketing fundamentals of baidyanath ayurvedic bhawan pvt. ltd. 2. Objectives and tasks of sales and marketing functions 3. Roles of the sales managers and field force 4. Role of the marketing organization 5. Channels of distribution, structure and dealing with the trade of different SBU 6. Nature and organization of resources and how they can be optimized 7. Field force management. 8. Linkages between the sales and marketing functions and other functions. 9. Practical application of marketing mix fundamentals.

B. COMPETENCIES Sales planning and management Preparation of sales plan Techniques to utilize resources as per plan (for appointing merchandisers, designing local level promotions etc.) Fundamental understanding of sales structure and systems
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Development of sales systems Improve sales efficiency index Distribution pipeline monitoring and control Sales skew analysis Strengthening distribution systems through

C. PROCESS 1. Orientation 2. Conceptual overview I 3. Sales training I 4. Cross-functional 5. Marketing 6. Presentation I 7. Conceptual overview II 8. Sales training II 9. Sales project 10. Presentation II 11. On-job-training 3 days 3 days 15 weeks 1 week 14 weeks 2 days 3 days 8 weeks 4 weeks 2 days 8 weeks 52 weeks

D. EVALUATION/CONCLUSION OF TRAINING The role of the learning evaluation system in the baidyanath ayurvedic bhawan pvt. ltd. Is to ensure objective tracking and measurement of every trainees learning and also validate the quality of training inputs through different sources and instruments.
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3. ENGINEER TRAINEES A. TRAINING OBJECTIVES To develop the competencies in a trainee to manage an operations system by developing a sound understanding of: 1. Operations fundamentals of baidyanath ayurvedic bhawan pvt 2. Objectives and tasks of Operations 3. Nature and organization of resources and how they can be optimized 4. Linkages between Operations and other functions.

B. COMPETENCIES Production fundamentals Knowledge of production process Production planning Rolling Production Plan (RPP) Production scheduling

Knowledge of GMP Knowledge of different production lines and process Basic understanding of engineering equipments in production

Logistics management Understanding logistics and its complexities

Sales & distribution fundamentals Sales planning Rolling Sales Forecast (RSF) Marketing fundamentals Implementing brand plan Marketing resource allocation techniques
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Budgeting & cost control Wastage identification in distribution system Develop systems to monitor and control costs Cost benefit analysis techniques

Miscellaneous Inter-departmental coordination Written and verbal communication skills Negotiation skills Knowledge of statutory laws governing factory and labour

C. PROCESS 1. Orientation 2. Cross functional 3. Operations training I 4. Presentation I 5. Operations training II 6. Presentation II 3 days 17 weeks 14 weeks 1 day 20 weeks 1 day 52 weeks D. EVALUATION/CONCLUSION OF TRAINING The role of the learning evaluation system in the baidyanath ayurvedic bhawan pvt. is to ensure objective tracking and measurement of every trainees learning and also validate the quality of training inputs through different sources and instruments.

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Effect Of Job Evaluation On Employee Performance


Job evaluations frequently entail review of an individual worker's performance, but companies may also use them to evaluate more widespread corporate needs. When conducted regularly, job evaluations can maximize profits, promote consistency and provide a tool for assessing the company's internal structures. 1. Individual Performance :Job evaluations can help individual employees identify what areas of their performance need development. Performance is the practice of assessing employee job performance and providing feedback to those employees about both positive and negative aspects of their performance. 2. Feedback/Expectations :Conducting regular job evaluations can ensure that all workers know what is expected of them and ensure that everyone is working toward a common set of goals. 3. Employee Performance :Objective job evaluations can give employers an objective tool to help them identify which employees qualify for raises, bonuses and promotions . Performance measurements are very important both for the organization and the individual, for they are the primary data used in determining salary increases, promotions, and, in the case of workers who perform unsatisfactorily, dismissal.

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4. Job Descriptions :Job evaluations allow employers to evaluate whether employees' current job descriptions are accurate and relevant. Job description refers the requirements an organization looks for a particular job position. It states the key skill requirements, the level of experience needed, level of education required, etc. It also describes the roles and responsibilities attached with the job position. 5. Indentifying Services Job evaluations can help companies identify the training, services and other needs that employees may need in order to perform their work effectively. Performance evaluations are beneficial for companies to lay out expectations, set goals and standards, have a formal discussion with all employees and set everyone on.

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CONCLUSION AND SUGGESTION Conclusion: Job evaluation programme organized by company helps them to develop an equitable compensation plan and retain high-performing talented employees in their organization. It is concluded that in baiyanath company job evaluation helps to evaluate the job not the employees who performs the job. Company provides a base for training programme by evaluating the job. Job evaluation helps to put the right man for the right job. Company plans job evaluation for all levels of employees in their organization. Company provide bonus, promotion, other incentives to their employees with the help of job evaluation.

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Suggestion:
Company should get the feedback from their employees after evaluating the job. Company should made their job evaluation programme adequately simple and understandable by each and every employees. Organization should have proper techniques of job descriptions and specifications which will result in better system of job evaluation. There should be continuous review of the job evaluation programme according to changing needs. Company should change their wages and salary administration plan according to their job evaluation strategies.

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BIBLIOGRAPHY Website:
www.google.com. www.wikipidiya.com. www.baidyanath india@rediffmail.com.

Book:
Human resource management by Dr.K.R.Dixit. Human resource management by S.S. Khanka . Human resource management by C.B.Mamoria. Human resource management by S.V. Gankar.

Magazine:
Business world.

Submitted By Kalyani D.Pardhi.

Guided By Mrs. Nisha Vyas.

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ANNEXTURE Questionnaire:
1) Name of the respondent? Ans... 2) No.of working hours? Ans.(a Day) 3) Are you satisfied with the job? Ans. Yes/No. 4) Are you satisfied with job evaluation programme in your company? Ans. Yes/No. 5) Are you satisfied with the salary you get? Ans. Yes/No. 6) Do you think that your (particular ) job is secured? Ans. Yes/No. 7) Is there any opportunity for promotion? Ans. Yes/No.
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