Value of Jobs

Job evaluation: organizations formally determine the value of jobs through the process of job evaluation. Job evaluation is the systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within the organization. Job evaluation helps to establish internal equality between various jobs.

Performance appraisal: After an employee has been selected for a job, has been trained to do it and was worked on it for a period of time, his performance should be evaluated. Performance evaluation or appraisal is the process of deciding how employees do their jobs. It is a method of evaluating the behavior of employments at the workplace normally includes both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating work related behavior and potential of employees. It is a process that involves determining or related behavior and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing and ideally establish a plan for improvement.

the appraisal process consists of six steps: (1) establish performance standards with employees (2) set measurable goals (manager and employee); (3) measure actual performance ; (4) compare actual performance with standards; (5) discuss the appraisal with the employees and (6) if necessary initiate corrective action.

Compensation administration:
compensation administration is the process of dividing how much an employee should be paid. The important goals of compensation administration are to design a low cost pay plan that will attract, motivate and retain competent employees – which is also perceived to be fair by these employees.

Incentives and benefits: In addition to a basic wage structure, most organizations nowadays offer incentive compensation based on actual performance. Unlike incentives, benefits and services are offered to all employees as required by law including social security insurance, workmen’s compensation, welfare amenities etc. Organizations have been offering a plethora of other benefits and services as well as means of sweetening the pot (employee stock options, birthday gifts, anniversary gifts, paid holidays, club membership).

Maintenance: It aims at protecting and preserving the physical and psychological health of employees through various welfare measures:

Health and safety: Managers at all levels are expected to know and enforce safety and health standards throughout the organization. They must ensure a work environment that protects employees from physical hazards, unhealthy conditions and unsafe acts of other personnel. Through proper safety and health programs, physical and psychological well being of employees must preserve and even improved.

Employee welfare: Employee welfare includes the services, amenities and facilities offered to employees within or outside establishment for their physical, psychological and social well being. Housing, transportation education, and recreation facilities are all included in the employee welfare package.

Social security measures: management provide social security to their employees in addition to fringe benefits. These measure include: 1) Workmen’s compensation to those workers (or their dependents) who are involved in accidents; 2) Maternity benefits to women employees, 3) sickness benefits and medical benefits; 4) Disablement benefits /allowance 5) Dependent benefits; 6) Retirement benefits like Provident Fund, Pension, gratuity.

Integration function

This tries to integrate the goals of an organization with employee aspirations through various employee oriented programs like redressing grievances promptly, instituting proper disciplinary measures, empowering people to decide things, independently encouraging a participative culture, offering constructive help to trade.

Grievance redressal: A grievance is any factor involving wages, hours or conditions of employment that is used as a complaint against the employer. Constructive grievance handling depends first on the manager’s ability to recognize, diagnose and correct the causes of potential employee dissatisfaction before it converts into a formal grievance.

Discipline: It is the force that prompts an individual or a group to observe the rules, regulations and procedures which are deemed necessary for the attainment of an objective.