Page 155 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes Self Assessment

State whether the following statements are true or false:
6. Key jobs are those most numerous in the firm.
7. Wage surveys determine wages in relevant labour markets.

8. External equity is determined through job analysis.
9. Compensable factors are part of the ranking method of job evaluation.
10. The point system is applicable only to key jobs.
11. Job evaluation is usually carried out by a single individual.
12. The strength of the factor comparison method lies in its simplicity.

13. Job evaluations are based on job analysis information.
14. Job classification is not a very precise job evaluation method.
15. Flat rates for each job make merit raises difficult.

Notes Computerised Job Evaluation

Quantitative job evaluation methods – such as the point or factor comparison plans -
consume lot of time. Striking balance between compensable factors and the job's relative
worth is also a tedious process. Determining each job's point values also would prove to
be quite taxing. To overcome these difficulties, companies now a days use structured
questionnaires (such as position analysis questionnaire or a task oriented questionnaire)
-----containing information on time spent, importance of various tasks, number of people
reporting to a position-holder, pries of benchmark jobs, etc.---that are amenable for
further statistical analysis. Standard computer programmes ensure a fair pricing-taking all
relevant factors that have an impact on the job-in a mechanical manner. (Fredric Crandall)



Case Study Should Job Evaluation Plan be General or Specific?

r. Pratap Singh, Personnel Manager of the Indian Oxygen Ltd, prepared a job
evaluation plan after a thorough study of all the jobs in the company, in similar
Morganisations and job evaluation plans in various other companies. Mr. Singh
and his colleagues in the Personnel Department concluded that a general job evaluation
plan will meet the requirements of the company and satisfy the needs of the employees.
Mr. Singh has submitted the plan (given below) to the General Manager of the company.
The plan was sent to the recognised trade unions and to all the line managers of the
company. The trade union leaders readily accepted the plan, whilst all the line managers
totally rejected the plan.
The plan prepared by Mr. Singh and his colleagues is as follows:
Job Requirements Points Range

1. Education
Contd...

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