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Accurate job analysis, standardised application forms, scientific screening of applications, use of psychological tests for vocational fitness, final overall rating and continuous review and check-up of the entire programme are some of the spheres where the psychologist can make an important contribution several psychological tests may be ...
Job evaluation provides a systematic study and assessment of the job and many complaints about disparity in existing wage structures are removed by this technique. Although job evaluation not an exact science, it is a systematic way of avoiding several anomalies in wages. Hence it can be concluded that job evaluation is not an exact science.
For example job X is the highest rank job and job Y is picked up to find out its closeness to job X. The ranking system of job evaluation usually measures each job in comparison with other jobs in terms of the relative importance of the following five factors: (i) Supervision and leadership of subordinates.
Factors considered for job analysis. luttu Posting Freak. Posts: 755 Threads: 467 Joined: Oct 2010 #1.
(6) It creates a sense of security for the worker in his job by impressing the idea that fairness to the worker is the interent policy of the organisation. (7) It lessens or avoids the cost of replacing the worker in the early impressionable period because of lack of information or incorrect business impression.
(5) It should highlight the necessity of establishing job-analysis. (6) It should assure employees of fairness in all employees of fairness in all employment relationships including promotions and transfers.
Current issues of national and international importance relating to social, economic and industrial development; Engineering Aptitude covering Logical reasoning and Analytical ability; Engineering Mathematics and Numerical Analysis; General Principles of Design, Drawing, Importance of Safety
Man-to-Man Comparison, a performance evaluation criteria was used first by US Army during World War-1. In this method, certain personality factors such as leadership, initiative, dependability, and soon, arc selected for purposes of analysis. A scale is developed for each factor.
Each key job should be fitted to it, when all the key jobs have been evaluated and wages allocated in this manner, a job comparison scale is constructed. (e) Fifthly, jobs are evaluated factor by factor, in relation to key jobs on job comparison scale. Then each job is to be evaluated and compared to other jobs in terms of each factor, and
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