H R M baidyanath

7/29/2019 H R M baidyanath

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INTRODUCTION OF HUMAN RESOURCE

MANAGEMENT:

Human resource is of paramount importance for the success of anyorganization. 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 workforce.

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.


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Meaning-

HRM helps in attaining maximum individual development, desirable working

relationship between employees and employers, employees and employees, andeffective 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..


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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

development, compensation, integration, maintenance and separation of

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.


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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.


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Function Of Human Resource Management-

The human resource management performs the following functions these are as

follows

FUNCTIONS OFHUMAN

RESOURCE

Remuneration of employees.

welfare of employees

Human resource planning.

Recruitment, selection

placement of personnel

Performance Appraisal

Training and development

Taking corrective steps


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Human Resource Management: Scope

1.

Personnel aspect-

This is concerned with manpower planning, recruitment, selection,

placement, transfer, promotion, training and development, layoff and

retrenchment, remuneration, incentives, productivity etc.

2. Welfare aspect-

It 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 aspect-

This covers union-management relations, joint consultation, collective

bargaining, grievance and disciplinary procedures, settlement of disputes,

etc.


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Human Resource Management: Objectives

To help the organization reach its goals.

To ensure effective utilization and maximum development of humanresources.

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 presentjob.

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


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JOB EVALUATION-

Meaning-

Job 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.


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Methods of Job Evaluation-

The following are the methods of job evaluation;

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

Methods of

JobEvaluation

Job classification

method

Non

Quantitative

Method

Quantitative

Method

Job ranking method

Factor comparison

method

Point method


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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 Total

points

Range of degree

1 2 3 4 5

Skill

Education

Experience

initiative

250

70

110

70

14

22

14

28

44

28

42

66

42

56

88

36

70

110

70

Efforts

Physical

demand

Mental andvisual

demand

75

50

25

10

5

20

10

30

15

40

20

50

15

Responsibility

Equipmentprocess

Material

product

Safety of

others

Work of

others

100

25

25

25

25

5

5

5

5

10

10

10

10

15

15

15

15

20

20

20

20

25

25

25

25

Jobcondition

Workingcondition

hazards

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 inplanning 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 Evaluation-

1. Reduction in inequalities in salary structure

It is found that people and their motivation is dependent upon how wellthey 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 evaluation-

1. 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 beingevaluated.

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 offerinstant relief from Rheumatism, Arthritis and Joint Pains.

Toda we have firml ...

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
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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

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 differentvariations 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 ofprocurement 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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.

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 dhamin biharin the

year 1917.

Name of President : Mr. Pranav Sharma

Year of Establishment : 1919

Nature of Business : Manufacturer, Exporter & Supplier

Market Covered : India, USA, Nigeria, Romania, Russia,

Ukraine, Dubai, Saudi Arabia & Worldwide


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Publicationof 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- ViceChancellor 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 7th

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 16th

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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Definition-

According 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 problems formulating

Hypothesis or Suggested Conclusion , Collecting, Organizing and

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, anddeliberate 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 similarproject. 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.
http://en.wikipedia.org/wiki/Datahttp://en.wikipedia.org/wiki/Process_improvementhttp://en.wikipedia.org/wiki/Process_improvementhttp://en.wikipedia.org/wiki/Data


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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 arecollected 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 NOTused 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 yourorganization. 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 employeecompensation 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 anestablished 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 t his 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. Theteam 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 LaborStandards

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 tocompare 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 theJob 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 andconfirm 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. Ranking2. 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 decision-

making 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-consumingand 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 closebut 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


_____ 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.





4. Supervising Others


experience in supervising others to perform the job successfully.






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5. Leadership Skills


leadership skills to perform the job successfully.





6. Interpersonal Skills

Communication: articulated ideas clearly both written and orally.






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7. Teamwork

Demonstrated the ability to work well in a team and with superiors, peers, and

reporting staff.





8. Time Management

Demonstrated the ability to manage time independently and work efficiently.






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9. Motivation for the Job

The candidate expressed interest and excitement about the job.





11. Skill Needed

--List an additional skill specific to the job you are filling.

Demonstrated the ability to:






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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 3 days

2. Conceptual overviewI 3 days

3. Sales trainingI 15 weeks

4. Cross-functional 1 week5. Marketing 14 weeks

6. PresentationI 2 days

7. Conceptual overviewII 3 days

8. Sales trainingII 8 weeks

9. Sales project 4 weeks

10. PresentationII 2 days

11. On-job-training 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 planningRolling 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 planningRolling 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 3 days

2. Cross functional 17 weeks

3. Operations trainingI 14 weeks

4. PresentationI 1 day

5. Operations trainingII 20 weeks

6. PresentationII 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 [email protected].

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 Guided By

Kalyani D.Pardhi. Mrs. Nisha Vyas.
http://www.google.com/http://www.wikipidiya.com/mailto:[email protected]:[email protected]://www.wikipidiya.com/http://www.google.com/


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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.

Documents

H R M baidyanath