JOB EVALUATION & JOB ANALYSIS

Job Analysis vs Job Evaluation

Job analysis and job evaluation are two issues that are very important for HR professionals in any organization. People are often confused between these two concepts and treat them as being same. The fact is they pertain to totally different aspects of a job and enable one to know not just different roles and responsibilities associated with a job but also the worth of a job in comparison with other jobs in an organization. Let us take a closer look at these terms and what they really mean to an employee and the management of an organization.

 What is Job Evaluation?

There are many jobs inside an organization and they are ranked in terms of their relative importance. The point to remember is that it is jobs according to their content and not those who are holding them that are ranked in job evaluation. Objectives of any job evaluation program should be well documented so that there is no untoward bias while evaluating jobs. The program finally ends with deciding the wages and perks associated with different jobs in an organization. 

What is Job analysis?

Job analysis is a part of any job evaluation program but actually precedes job evaluation. Job analysis is vital to rank it in a hierarchy of jobs which is what job evaluation aims it. Job analysis is the process of gathering all information and data about a job so as to be able to successfully indulge in job description and its specification. 

Job analysis is important from the point of view of prospective employees as well. A job analysis gives in detail the skills required to perform a job, the qualifications, physical and mental demands, education, experience, various responsibilities associated with the job (such as responsibility towards machines and equipment's as well as responsibility towards safety of other around), and working conditions with the hazards associated with the job.

IMPORTANCE OF HR CONSULTANT IN ORGANIZATION

Benefits of Using HR Consultants Services for Your Business

Organizational setups are complex structures and there are many things that need to be taken care of simultaneously. Implementing human resource or HR strategies is a vital but difficult task at the same time when you wish to run the business efficiently

HR consultants are the specialized individuals or teams of individuals that help in keeping a business up-to-date with the HR legislation. A number of staff and employee management issues can be easily resolved by the qualified and experienced human resource consultants. As a business owner, you can obtain following advantages from HR consultant services

Removing Burden from Administrative Staff

The companies running without human resource consultants usually have their administrative staffs taking care of HR issues. This leads to lower efficiency of the administrative staff towards the main purposes they are employed for. By employing HR consultants, you can reduce the burden from the administrative staff.

Maintaining HR Strategies

It is very important for a business to have its human resource strategies in line with the main business objectives. HR consultant services are of great help in ensuring that human resource strategies are implemented and followed without any loophole. Here are certain things an HR consultant can do for you:

1. Performance review system integration with the business.
2. Effective communication of decision-making process.
3. Easy succession planning.
4. Providing training to line managers and so on.

Guiding Managers for Better Employee Handling

Another benefit of HR consultants is that they guide the managers to implement HR policies and handle the various employee related issues. These include:

1. Health and safety needs of the employees
2. Maintaining discipline among the employees.
3. Management of issues like sickness and absenteeism from work.
4. Grievance handling
5. Redundancy among employees.

Training and Development

An important part of a company is to train and develop the skills of the mangers and employees for the future needs. HR consultants have the knowledge of doing this in the most appropriate manner. On-the-job training, team work initiatives, mentoring and coaching and soft skill initiatives are the important things that an HR consultant can easily implement.

Other Benefits of HR Consultants

An HR consultant can also help in suggesting how to reward employees with remuneration, employee rewards and various types of incentives. Besides, the HR consultants help and guide the organizations in analyzing the success of mergers and acquisitions.

Communication among employees at various levels is an important requirement for all types of companies and businesses. To effectively achieve the target, your business requires having good human resource consultants. In other words, overall human capital management is possible by hiring good consultants.

THOMAS PROFILING

Thomas Profiling For PPA(Personal Profile Analysis)


Thomas International was started in UK in 1981, with the aim of bringing into foray the Personal Profile Analysis (PPA), a revolutionary system in Human resources development created by Prof. Tom Hendrickson of USA, based on Prof. William Marston’s theory of “Emotions of Normal people”.

How can Thomas Systems help your organization?

Thomas International Management Systems take the guesswork out of making decisions that involve people. It helps you make the right choices in the development and selection of staff. The system is highly effective in the following key areas:

Recruitment and development of employees. 

1. Assessing the jobholder and job compatibility.(if carried out with HJA - human job analysis) 
2. Identifying individual management styles. 
3. Identifying achievable training needs. 
4. Self-evaluation and improvement. 
5. Identifying personal stress and/or job dissonance.

Thomas International – Instrument – PPA – Personal Profile Analysis

Profiling People

Personal Profile Analysis (PPA)

PPA is used to capture and ascertain a person’s behavior at work place. The person is asked to fill the PPA form. Thinking of himself at work place he chooses words that describe him most and least. The form is then analyzed by Thomas Key software and Provides different reports providing information about a person’s Behavioral make-up and working style, behavioral modifications at work place, expected behavior under pressure conditions, motivators, fears, value to the organization, strengths & limitations, extent of fit with the job etc. 

The Personal Profile Analysis is a work place related behavioral inventory. 

It gives an idea of the preferred style of a person, that is to say the unique behavioral characteristics that define a person. This indicates the basic behavioral orientation of a person and also gives insights into what motivates that person and the presence of stress/frustrations traced to their possible causes.

The reports describe a person on three different aspects:

Work Mask: 

Describes an individual’s behavior at work place and modifications he is making as compared to his self-image.

Pressure Profile:

 Describes how an individual is expected to behave under pressure Situations.

Self Image: 

Describes an individual’s inherent or core behavior.

RECRUITMENT FOR TOP MANAGEMENT PEOPLE

16PF Psychometric Testing

About Psychometric Testing

Widely used for vocational guidance and recruitment/promotional activities, 16PF Psychometric Testing is a quick and effective method of gaining an unbiased overview of an individual’s personality.  By expertly interpreting the results, you can offer insight into an individual’s predominant character traits, combinations of traits and the resultant behavioural tendencies that may arise.

How does it works

1. The test itself is quick to administer (usually 35 – 50 minutes) and can be completed on paper or online. 
2. 16PF uses simple multiple choice questions to determine scores against 16 key personality traits. 
3. These scores range between the two extremes of each trait.  For example, for the personality trait of Privateness, scores may range anywhere from 0 (Forthright/Candid) to 10 (Discreet/Private).  

MBA HR Project Titles

MBA Human Resource Titles for Project work

1.      Recruitment and Selection.

2.      Industrial relations.

3.      Training and Development,       

4.      Safety health and welfare measures

5.      Performance Management System          

6.      Job satisfaction.(Performance appraisal at different Wages and Salary Administration levels across the organization hierarchy)       

7.      WPM.

8.      Compensation Management                       

9.      Absenteeism(Payroll & Salary components)         

10.  Fringe benefits & Incentives

11.  Labor Laws, Labor Relations,

12.  Employee welfare6. Grievance handling 

13.  Employee relations(For manufacturing units & plants)      

14.  Challenges faced in recruitment

15.  Competency Mapping  

16.   HR Audit/Accounting

17.  Role of HR in TQM.             

18.  Trade Union

19.  Skills management  

20.  Employee Retention Strategies

21.  Talent identification and Management

22.  Human resource planning

23.  Leadership Development

24.  Management development.

25.   Job Enrichment

26.  Utility of HR in Change Management

27.  Organizational Behavior

28.  Motivation

29.  Stress Management

30.  Group Dynamics

31.  Employee Research

32.  Team building

33.  HRM Policy

34.  SWOT Analysis of HRM in Indian/Global Industry/Sectors

35.  Promotions and transfers

36.  The Globalization of Human Resource Practices

37.  Personnel Management and HR Management

38.  Evolution of HRM Strategies

39.  Responses to the Issues and Challenges of HRM

40.  Situational Factors & Workforce Characteristics

41.  Organizing Work & Human Resource Management

42.  Importance of Succession Planning For HR Management

43.  HRM Changes and Decisions Depending on the Business Environment

MBA Project titles for corporate & marketing

MBA PROJECT TITLES

Check out this comprehensive collection of MBA project titles. Learn how to do your project better and easily...MBA Projects made easy..

1.      Product strategies of private life insurance companies

2.      A study on "why companies should go for outsourcing"

3.      Effectiveness of advertising on real estate sector

4.      Study on consumer expectations and perceptions towards consumer loans

5.      Workers attrition rate at hotel industry is increasing. Study regarding this issue

6.      Attrition rates at different sectors

7.      Effectiveness and scope of employee referrals in the process of talent sourcing

8.      Study of training needs across different industries

9.      Study on creation of luxury brand

10.  Strategies used to build successful Internet based customer services

11.  Measuring the effectiveness of retail banking of a nationalised bank compared to a MNC

12.  Conspicuous consumption

13.  Study of awareness and acceptability of UPVC windows and door systems

14.  Opportunities of Financing the NANO's in Bangalore

15.  Changing trends in FMCG industry in India

16.  A study of best HR practices in service industry

17.  Fundamental analysis of Indian telecom companies

18.  Study of consumer behaviour in automobile industry

19.  customer buying behaviour towards insurance products

20.  Promotion strategies followed in Insurance sector

21.  Study on changing consumer preference towards organised retailing from un-organised retailing.

22.  Study on "impact of advertising in B2B marketing"

23.  Distribution network & general insurance industry

24.  A study on distribution channels in aluminum industry

25.  Study on strategies for promoting retailers' brands

26.  Study of operations & marketing of chemical goods in SSI

27.  The impact of tax on electronic goods & products (industrial marketing)

28.  Merchandising key account management in apparel exports

29.  Effect of marketing in mobilization in BPO segment

30.  Marketing in FMCG sector

31.  E-marketing of financial services: Relationship approach

32.  Understanding cross cultural literacy in international business

33.  The study of operations & marketing of Indian Pharmaceutical industry

34.  Impact of promotional activities at mall on consumers behaviour at shopping malls

35.  A study on Indian pharmaceutical industry

36.  Managing of luxury brands

37.  A comparative study on customer’s perception towards credit cards offered by nationalised banks and mnc banks

38.  A study on the effectiveness of using banks as a channel for selling life insurance products

39.  175. A study on cross sales of sequentially ordered products in the consumer banking industry”

40.  Assessment of performance of public sector banks under camels framework"

41.  A study of buyer behavior towards after-sales-service of electronic products”

42.  Impact of bank mergers on performance of banks-a study”

43.  Study on software as a service (saas) application"

44.  Effect of big box retail chains on small business"

45.  Measuring the quality of service in the financial services sector with respect to car financing

46.  An analysis of mergers and acquisitions in the indian banking industry"

47.  Asset liabilities management in indian banks

48.  A market study of onida home appliances in comparision with other brands in bangalore"

49.  An analysis of consumer behaviour in upgrading to conspicuous goods in branded apparels

50.  Portfolio construction using fundamental analysis

51.  Study of consumer behaviour related to different bathing soap brands in bangalore

52.  A study on the hr issues in mergers and acquisitions in the banking sector"

53.  A feasibility study on the consumer’s perception towards electronic moving messages” – (outdoor media advertising industry)

54.  Customer perception towards foreign retailers entering india”

55.  Comparative study of two quantitative models used in portfolio management"

56.  A study on future potential of gaming industry in india"

57.  Valuation of carbon credits

58.  Growth potential of power sector in india-a study”

59.  Portfolio construction of debt & equity

60.  A study on consumer’s perception on micro insurance schemes

61.  The factors affecting and enhancing the brand equity of multinational

62.  corporations in india"

63.  Study on the management of surplus funds in banks"

64.  A study on consumer perception towards service quality of internet banking”

65.  Analysing the problems of attrition in darshani hotels"

66.  Impact of small car introduction on two wheeler industry”

67.  A study of the effectiveness of stress management techniques used in it / ites sector in bangalore

68.  Study on consumer behavior with special refence to preference of brands in cellular phones"

69.  Impact of quota-removal on garment industry in india

70.  A study of attributes in accepting specialty pharmaceutical products among medical practitioners"

71.  A study on strategies for optimizing the competency of middle level managers with reference to bank sectors"

72.  Analysis of factors influencing in selection of major gsm service providers in ncr

73.  A study on fundamental analysis of real estate sector"

74.  The impact of financial derivatives & hedge funds on the indian capital market"

75.  A study on asset liability management of insurance companies

76.  Impact of budget 2008 on the investment pattern of salaried individuals-a study

77.  Effects of negative word of mouth communication on brand equity“

78.  A study on the effects of basel ii in india financial sector and also on global scenario"

79.  A study on motivational significance of various reward and recognition programs"

80.  A study on impact of service quality on customer satisfaction in insurance industry”: customer perspective

81.  An analysis of the existing job design method for motivation of the employees"

82.  Study of awareness and acceptibility of upvc windows and door systems

83.  A study on the impact of loyalty programs on consumer purchase behaviour and loyalty"

84.  Consumer behaviour towards public sector and private sector banks

85.  Study on changing consumer preference towards organised retailing from un organised retailing

HR END to END PROCESS IN ALL SECTORS(TRAINEE PEOPLE)

Statement of Works for HR Process.

The scope of this project is to conduct a detailed study on the existing processes being adopted by the Human Resources team, analyze, highlight gaps and document the same.

This study would include all the transactions pertaining to HR that an employee goes through during his entire life cycle .

1. Recruitment
2. On boarding
3. Internal Movements
4. Payroll
5. Attendance Management
6. Employee Benefits
7. Performance Management System
8. Rewards & Recognition
9. Training & Development
10. Exits/ Separation

• Identify the flow of each of the processes with the help of detailed process maps.
• Identify the stake holders, resources involved in each of these processes.
• Define controls for the processes.
• Highlight gaps
• Detailed documentation of the processes.
• Suggest improvements leading to increase in efficiency by eliminating redundancy and reducing the cycle time.