Pqm Final Ppt

8/9/2019 Pqm Final Ppt

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Productivity and Quality

Management.


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Job Evaluationy Job evaluation is a way of breaking down a job into

measurable parts, so each part of a job can be given apoints value. To do this, job evaluation looks at all aspectsof the job. Job evaluation is about the job and not theperson doing the job.

y Process of systematically determining the relative worthof jobs to create a job structure for the organization.Depending upon the characteristics and requirements of a job. These relative values of jobs assist in deciding wagerate and salaries for different jobs.


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Main stages in the job evaluation process

Strategic

objective HR Plan Job Analysis Job evaluationRewardstructure

Some Major Decisions in Job EvaluationSome Major Decisions in Job Evaluation

determine overall strategy & objectivesdetermine overall strategy & objectivesto get right people with right skill in the right placeto get right people with right skill in the right placeat the right time.at the right time.getting information about job.Obtain involvement of relevant stakeholdersObtain involvement of relevant stakeholdersEvaluate plans usefulnessEvaluate plans usefulness

Work relationships within theWork relationships within theorganizationorganization


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Pr iceWate rh ouseCoope r s


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Job Evaluation Met h odsRanking Method:y This method is one of the simplest to administer .y Most commonly used.y Jobs are compared.y The worth of a job is usually based on judgements of skills, effort,

responsibility and working conditions.y Jobs are arranged from highest to lowest, in order of their value.y Jobs are also arranged according to the relative difficulty in performing. Advantages:

Fast, simple and easy.Effective when there are few job e.g. small organization.Less expensive.

Disadvantages:Number of job increases in an organization.Subjective.New jobs leads to repetition of ranking method.Ranking is difficult in large organizations


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rank Job Monthly salaries

1 Accountant Rs 3,000

2 Accounts clerk Rs 1,800

3 Purchase assistant Rs 1,700

4 Machine-operator Rs 1,400

5 Typist Rs 9006 Office boy Rs 600

The following table is a hypothetical illustration of ranking of jobs:


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Job Compare with Important oneDrivers Cleaner DriversDrivers Coordinator CoordinatorDrivers Maintenance Persons Maintenance PersonsDrivers Receiving/Dispatch clerk Receiving/Dispatch clerkCleaner Coordinator CoordinatorCleaner Maintenance Persons Maintenance PersonsCleaner Receiving/ Dispatch clerk Receiving/ Dispatch clerkCoordinator Maintenance Persons Coordinator

Coordinator Receiving/ Dispatch clerk CoordinatorMaintenance Persons Receiving/ Dispatch clerk Receiving/ Dispatch clerk

Example of a transport company:


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Job No. of timesConsidered important

Rank of the job

Drivers 1 4Cleaner 0 5Coordinator 4 1Maintenance persons 2 2Receiving/Dispatch clerk 3 3

C onclusion: So by ranking method the job of coordinator is mostimportant, next important job is that of the receiving/dispatch clerk. Thencomes the maintenance person and further the number of driver andcleaner respectively.


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Following is a brief description of such a classification in an office:

Class I - Executives: F urther classification under this category may be Office manager,Deputy office manager, Office superintendent, Departmental supervisor, etc.

Class II - Skilled workers: Under this category may come the Purchasing assistant,Cashier, Receipts clerk, etc.

Class III - Semiskilled workers: Under this category may come Stenotypists, Machine-operators, Switchboard operators, etc.

Class IV - Semiskilled workers: This category comprises Daftaris, F ile clerks, Officeboys, etc.

Example of Job C lassification in C olleges:


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Factor comparison

1) Systematic and scientific method2) This method is one of the complex method3) Under this method, each job is ranked according to a

series of factors.4) These factors include mental effort, physical effort,

skill needed, supervisory responsibility, workingconditions and other relevant factors (for instance,know-how, problem solving abilities, accountability,etc.).


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P oint met h od1) This method is widely used currently.2) Here, jobs are expressed in terms of key factors.3) Points are assigned to each factor after prioritizing each factor in the order of

importance.4) The points are summed up to determine the wage rate for the job.5) Jobs with similar point totals are placed in similar pay grades.6) The procedure involved may be explained thus:y

Select key jobs. Identify the factors common to all the identified jobs such asskill, effort, responsibility, etc.y Divide each major factor into a number of sub factors. Each sub factor is

defined and expressed clearly in the order of importance, preferably along ascale.

Some advantagesThe value of the job is expressed in monetary terms.Can be applied to a wide range of jobs.Can be applied to newly created jobs.

Disadvantages:Complex.Time consuming.too taxing.

Cannot be quantified.


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Job r otation

Job rotation is the systematic moment of employees

from job to job with in an organization, as a way toachieve many different human resources objectives F or simply staffing jobsF or orienting new employeesF or preventing job boredom, and finally F or training employees and enhancing their careerdevelopment


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1. Learning new skills.2. Face less boredom.3. Makes work interesting and challenging .

4. It boosts innovation .

B enefits of Job Rotation


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Example of job rotation :


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Presented by:Presented by:

Rohit NairRohit Nair - - 69 69 Raghuveer Patrachari Raghuveer Patrachari - - 78 78

Jayesh Prabhu Jayesh Prabhu 80 80 Ashwyn Ashwyn Rao Rao - - 83 83 Arun Shetty Arun Shetty- - 103 103

Pqm Final Ppt

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