Assessing the value of the job, is called job evaluation while assessing the employee’s performance on the job, is called performance appraisal. This paper will focus on job evaluation, its common policies and practices. Job evaluation is defined as a systematic process
Determining Earned Value is a managerial accounting technique. Measuring Earned Value as work progresses is an essential project management technique”. No major differences in stating the Earned Value concept according to the available references in that regard as (Ernst, 2006) also touched on the basic concept of the Earned Value Management as “A management tool that integrates the technical, cost and schedule parameters of a project. During the planning phase, an integrated baseline is developed by time phased budget resources for defined work. As work is performed and measured against the baseline the corresponding budget value is “earned”, consequently Earned Value metric cost and schedule variances can be determined and analyzed, from these basic variance measurements the project manager can identify significant drivers forecast, future cost and schedule performance and construct corrective action plans to get the project back on track.
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
With the information obtained, the manager can bring the matter to the higher authorities to take appropriate action. In addition, the performance evaluation can also help managers Determine placement and career fields that correspond to the potential, capabilities, benefits and career advancement of its employees. Through the performance evaluation process, managers can Determine suitability and eligibility for promotion, acting, loan and exchange
Job worth is determine how well it contributes towards the organization i.e. how much worth the job is. In other words, we can say it is job evaluation. After the job analysis is completed, the pay structure is needed to be decided for the employees in the organization. It refers to the process of deciding the amount of payment in the organization.
Compensation professionals use the following five steps to complete job analysis process: determine a job analysis program, select and train analysts, direct job analyst orientation, conduct the study, and summarize results. First, the company must decide if an established or customized job analysis program is most appropriate considering the most typical methods and administrative costs associated with collecting information. A task force of representatives with varying perspectives is selected and trained on the protocols of conducting a job analysis. Before conducting the study, analyst must study the many factors and internal information associated with jobs and positions that are to be analyzed. Conducting the study involves data collection and sources of data captured using reliable and valid job analysis methods.
Although the job evaluation is being conducted in order to define the internal value of the jobs, the employers should conduct counter-check the findings from the evaluation process as sometimes the findings are inaccurate and not fair. This will increase the level of responsibilities and stress to the employers. The job evaluation process is consists of job analysis, job descriptions and the job evaluations. Therefore, it is notable for the employers to ensure the accurate and reliable ratings from the entire job evaluation process in order to determine the complexity, importance, skills, required knowledge, abilities, effort, responsibility and the working conditions of a job as well as to classify them into appropriate pay
They need to know the reasons behind the employee’s attendance. In one particular day their 527 employees are on leave or not attending to work due to different reasons. So, the colleagues working in the same department have to bear the burden. Also, company is using lot expenditure to fill that positions. By doing the research for employee attendance causes will give better understanding for the company and other organizations that have similar issue.
Job satisfaction is important for the current study as how satisfied an employee is in their job and professional roles, plays a role in determining how they balance between their personal and professional roles. Gender differences in Job Satisfaction Current studies show that there are gender differences in job satisfaction. It has been studied that though women’s role at work are lesser in position and pay, they have lesser complains of dissatisfaction at work. It has been studied that job satisfaction depends on the job characteristics, family responsibility and personal expectation. There are many areas of Job Satisfaction studied in the current research 1.
The impact of competitors and other external forces needs to be understood because they form the source of the lengthier run scheme of the organization. Why human resource professionals should educate other managers and employees in their organizations about HR functions It helps managers to be better managers. One of the roles of HR in a company is to develop and coach managers to do their job the best way possible, because HR professionals have enormous experience working with employees in many situations. It makes the managers and employees to believe that the future of the organization lies on their shoulders and so educating about HR functions encourage them to upgrade their existing knowledge through the trainings provided, to become essential resources for the organization. Educating employees help them understand the workplace policies and the rights granted to treat each one equally without discrimination, due to workforce diversity.