Write short notes on Job Satisfaction, Employee Morale, Job Evaluation, Job Analysis, Employee Turnover, H.R. Policies

Write short notes on any three of the following :-

a)  Job Satisfaction                           b) Employee Morale               c) Job Evaluation

d)  Job Analysis                                  e) Employee Turnover           f)  H.R. Policies                                 

Ans . Job Satisfaction : Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work.  It is not self-satisfaction, happiness or self-contentment but satisfaction on the job.

The term relates to the total relationship between an individual and the employer for which he is paid.  Satisfaction does mean the simple feeling state accompanying the attainment of any goal, the end-state is feeling accompanying the attainment by an impulse of its objective.  Job dissatisfaction does mean absence of motivation at work.  Research workers differently described the factors contributing to job satisfaction and job dissatisfaction.  Hoppock describes job satisfaction as “any combination of psychological, physiological and environment circumstances that cause any person truthfully to say that I am satisfied with my job.”

Job satisfaction is defined as the “pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values.”  In contrast, job dissatisfaction is defined as “the unpleasurable emotional state resulting from the appraisal of one’s job as frustrating or blocking the attainment of one’s job values or as entailing disvalues.”   However, both satisfaction and dissatisfaction were seen as “a function of the perceived relationship between what one perceives it as offering one entailing.

Ans 8b. Employee Morale :  Morale is purely emotional.  It is an attitude of an employee towards his job, his superior and his organisation. This may range from very high to very low.  It is not a static thing but it changes depending on working conditions, superiors, fellow-workers, pay and so on.  When a particular employee has a favourable attitude towards his work, he is said to have high morale.  In the Organisational context, we usually talk of group morale as each person has an influence over the other’s morale.

Ans . Job Evaluation :  Job evaluation deals with money and work.  It determines the relative worth or money value of jobs.  The International Labour Organisation defined job evaluation as “an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned”.  Wendell L. French defined job evaluation as “a process of determining the relative worth of the various job within the organisation, so that different wages may be paid to jobs of different worth”.  Job evaluation is defined as “the overall activity of involving an orderly, systematic method and procedure of ranking, grading and weighing of jobs to determine the value of a specific job in relation to other jobs”.  British Institute of Management (1970) defined job evaluation as, “the process of analysing and assessing the content of jobs, in order to place them in an acceptable rank order which can then be used as a basis for a remuneration system.  Job evaluation, therefore, is simply a technique designed to assist in the development of new pay structures by defining relatives between jobs on a consistent and systematic basis”.  Thus, job evaluation may be defined as a process of determining the relative worth of jobs, ranking and grading them by comparing the duties, responsibilities like skill, knowledge of a job with other jobs with a view to fix compensation payable to the concerned job holder.

Ans . Job Analysis :  Te U.S. Department of Labour defined job analysis as “the process of determining by observation and study and reporting pertinent information relating to the nature of a specific job.  It is the determination of the tasks which comprise the job and of the skills, knowledge abilities and responsibilities required of the worker of a successful performance and which differentiate one job from all others.”

Ans .  Employee Turnover : The movement of an employee from one job to the another.  Jobs themselves are not actually changed, only the employees are rotated among various jobs.  An employee who works on a routine / respective job moves to and works on another job for some hours/days/months and abcks up to the first job.  This measure relieves the employee from boredom and monotony, improves employee’s skills regarding various jobs, prepares the competent employees and provides competitive advantage to the company.  These measures also improves worker’s self-image and provides personal growth.  However, a frequent job rotations are not advisable in view of their negative impact on the organisation and the employee.

Ans .  H.R. Policies :

Human resource policies are general statements that guide thinking and action in decision making in an organisation. A HR policy is a plan of action, a set of proposals and actions that act as a reference point for managers in their dealings with employees. HR  policies constitute guides to action. They furnish the general standards or bases on which decisions are reached. Their genesis lies in an organization’s values, philosophy, concepts and principles”. Personnel guide the course of action intended to accomplish personnel objectives.  A HR policy is a guideline for making wise decisions. It brings about stability in making decisions. A HR policy is a stance, often a choice made between two or more alternatives, such as the choice between promoting employees on than basis of merit versus promoting them on the basis of seniority. It covers the norms and guidelines for policies like safety, recruitment, wages etc.