Mani M.B.A

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A STUDY ON JOB EVALUATION AT NAG INDIA PRIVATE

LIMITED, SIPCOT- RANIPET.
By
A.MANIKANDAN
Reg. No.: 1010633
A PROJECT REPORT
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment of the requirements for the

award of the degree of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI
JUNE 2011
BONAFIDE CERTIFICATE
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This is to certify that this project report titled A STUDY ON JOB
EVALUATION in NAG INDIA PRIVATE LIMITED, SIPCOT - Ranipet is the
bonafide work of Mr. A.MANIKANDAN, Register Number: 1010633 who carried
out the research under my supervision. Certified further, that to the best of
my knowledge the work reported herein does not form part of any other
project report or dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.
Supervisor Head of the Department
Submitted to Project and Viva Examination held on ___________________________
Internal Examiner External Examiner
DECLARATION
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I am A.MANIKANDAN, STUDENT of S.K.P. ENGINEERING COLLEGE,

TIRUVANNAMALAI hereby declare that project titled A study on A STUDY
ON JOB EVALUATION AT NAG INDIA PRIVATE LIMITED, RANIPET, is submitted
by me for partial fulfillment of award of MASTER OF BUSINESS
ADMINISTRATION degree for Anna University. This report was prepared on my
own efforts and it has not been produced earlier towards the award of any
other degree.
Date: (A.MANIKANDAN)
Place: Tiruvannamalai Registration no: 1010633
COMPANY PROFILE
Nag India Private Limited was established in the year 1989, by our Managing
Director Mr.S.C.Pillay B.Tech., located in an industrial town Ranipet, about 120 Kilometers
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from Chennai. Build up area of factory is around 30000 sq.mts. We are recognized export
house by Government of India in addition to our ISO -9001 : 2000 certification.
The Slogan in the name of NAG is :
N Need Team Work
A To Achieve
G - Goal
It has seven bottoming conveyors with per day production capacity of 3500
pairs of full shoes/ sandals. Employing around 800 people , ably guided managed by well
qualified , well experienced managerial team. We produce and sell export shoes / Sandals /
Booties all types for Mens Ladies and Children.
Well equipped with all latest Machineries. Producing all types of Finished leathers ,
mostly suitable for shoes , in Cow ,Cow calf ,Sheep , Goat, Buff calf , Buff light and Buff sides .
Present Production capacity per month is 6,00,000 sq.ft of finished leathers.
This factory is located quite adjacent to the Tannery. This factory is well
equipped with all sophisticated imported machineries including Embroidery, Crimping
machines , etc ., to produce all types of shoes uppers for Mens, Ladies and Children . There
are 20 members of the staff are working in the administration office , headed by the manager .
About 400 workers are indulged in the production of the shoe uppers. The total
production capacity per month is 30000 pairs. This factory is run by the administration
manger ,planning manager , production coordinator , maintenance manager and other technical
and professional personnels.
This factory has 5 conveyors for the production of the shoe uppers . Each conveyor
has the capacity to produce 500 pairs of shoe uppers .As and when the orders from the received
customers the leathers are received from the tannery for the production of the shoe uppers. This
factory is having its own power house with two hi-powered generators for the supply of power.
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Hence , this factory is not at all affected by the existing power cut in the state. The production is
up to the mark in the specified time limit. This factory has a Discussion Room for exchanging
the views among the technical staff.
The administration and factory building are of the most modern construction and
well furnished with all infrastructure available. The front elevation of the building is very good
looking and attracting the customers and the passerby.
This factory has Guest House on its 2nd floor for Business Customers and their
Representative with the most convenience and comfortable rooms for staying and dinning
facilities . The Guest House has the Kitchenette attached . This factory is prompted and managed
by the Managing Director Sri.S.C.Pillay. Fire safety measures are very well setup in all the
places of the Factory . Such as fire Extinguishers.
MANUFACTURING CAPACITY
Nag India Private Limited currently produce their total per day production capacity is
4000 pairs of upper shoes. Totally 8 conveyors are available in these two shoe upper factories.
They are well equipped with all Sophisticated Machineries including Embriodery Machine ,
Crimping Machine etc to produce all types of shoe Uppers for Mens ,Ladies and Childrens.
We have a full fledged product designing department headed by talented designers ,

equipped with CAD CAM facility.
They are the recognized export house by the government of India. This Companys
day to-day production work is not all affected by the existing power cut in the state as the
company is having own power house duly installed by three Hi-powered Generators. The very
good system of effluent treatment of waste water has been setup and tanks are very often
cleaned and cleared. Fire safety measures are very setup in all the places of the factory
Administration office is very well furnished with all required latest office furnitures ,
Cabins , Communication devices , computers and so on.
Our Vellore is famous for leather industries. It is found as one of the major industries
of India which create ample rural employment as well as fetching considerable amount of
Export Business and thereby earning and adding its proportion to our Countries Export Trade.
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Leather industries have been providing considerable job opportunities and rural employment
to the men and women irrespective of their age and educational qualifications. They earn their
family income to lead the livelihood .Most of the families income source is from the Leathers
industries.
MAIN BUSINESS ACTIVITIES
Manufacturing and selling / exporting of finished leathers of all types.

Manufacturing and selling / exporting of shoe uppers of all kinds for Mens , Ladies
and Children.
Manufacturing and selling / exporting of all kinds of shoes, sandals ,booties for Mens ,
Ladies and Children.
Manufacturing and selling / exporting TPR, PVC and PU Soles.
QUALITY POLICY OF NAG INDIA PRIVATE LIMITED
We will strive consistency to satisfy our customers with Right Quality , on time
delivery and responsive service .
Process focus , innovation and committed team work will be our platform to achieve
this.
MANAGEMENT REPRESENTATIVE
Sri.C.Jagadish has been nominated as management representative and will be

assisted by Sri.Ganesan. He is responsible for establishing, implementing and maintaining the
Quality Management System in accordance with the International Standards ISO 9001 :2008
.He will also be responsible for reviewing and reporting the performance of Quality
Management System to the Top Management and ensure improvements in the system.
Management Representative is also responsible for coordinating with external parties on
matters relating to the quality management system. They are exporting our products to
Germany ,Italy , Spain, Holland, France ,Finland ,Portugal etc.
QUALITY MANAGEMENT SYSTEM PROCEDURES
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Nag India Private Limited has established, implemented and maintains

documente4d procedure for all the required elements (Except for exclusions which are declared )
of international standards for Quality Management ( ISO 9001 : 2008 ). The adequacy of
Quality Management System is given in Quality System Matrix QMS- Matrix. All the
procedure applicable to Quality Management System are available in the document - Quality
Management System - Procedures.
INTRODUCTION
JOB EVALUATION TECHNIQUES
Job evaluation determines the worth of the jobs in a company relative to one another.
Evaluation analyzes the value of jobs and is the source of targeted job descriptions. Job
evaluation assesses the differences in contributions between jobs, job content and value and
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provides the basis for compensation decisions. Four common techniques ranking, classification,
point method and factor comparison are often used by many job evaluation systems.
DEFINITION
Job evaluation is a formal and systematic approach to analyzing jobs and categorizing
them in regard to their relative worth in an organization. Job evaluations are usually based on
compensation factors (Skill set needed to perform the job, working conditions and job duties)
rather than on the employee.
1. Job Evaluation by Ranking
The esiest and best-known evaluation method ranks each job compared with all other
jobs, with a factor like job difficulty. An important part of job evaluation is consistencyall jobs
are ranked with the same facto and compensation is based on the ranking order. This method,
easy to understand and use, takes less time to implement than most others. Its relatively simple
but doesnt go in-depth to target and highlight competencies in relation to job value in the
organization.
2. Job Evaluation by Classification
Job classification is another easy and well-known job evaluation method that categorizes
jobs into groups of relatively the same value for compensation. The groups are classes or grades
and are categorized by similar compensation factors like independent judgment used, skills
required and physical effort needed. This methods advantage is that many jobs are already for
pay ranges and organizational planning although class and grade descriptions can be difficult to
define.
3. Job Evaluation by Point Method
The point method is a more-complicated, analytical technique. It involves assigning

points based on several compensation factors and the degree to which they are present in each
job, to arrive at a quantitative point rating. It is a widely used job evaluation technique.
4. Job Evaluation by Factor Comparison
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Another popular job evaluation technique, the factor comparison, is a more in-depth
ranking method. It ranks each job for several compensation factors like skill, knowledge and
difficulty, which are combined into a total rating.
5. Performs Job Evaluations
Job evaluations are done by human resources departments, compensation specialists,

consultants, auditors, managers and supervisors. They are part of a compensation system and can
be used as the basis not only for pay but also to determine comparable worth, to create job
descriptions, to develop titles, to plan for employee training, development and succession, and
for business.
The point method is an extension of the factor comparison method. Each factor is then
divided into levels or degrees which are then assigned points. Each job is rated using the job
evaluation instrument. The points for each factor are summed to form a total point scored for the
job. Jobs are then grouped by total point score and assigned to wage/salary grades so that
similarly rated jobs would be placed in the same wage/salary grade.
Advantages Disadvantages
The value of the job is expressed in The pay for each factor is based on
monetary terms. judgments that are subjective.
Can be applied to a wide range of jobs The standard used for determining the
Can be applied to newly pay for each
Created jobs Factor may have built-in biases that
would affect certain groups of
employees (females or minorities)
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Ranking This method is one of the simplest to administer. Jobs are compared to each
other based on the overall worth of the job to the organization. The worth of a job is usually
based on judgments of skill, effort (physical and mental), responsibility (supervisory and fiscal),
and working conditions.
Advantages Dis advantagess
Simple. Difficult to administer as the number of

Very effective when there are jobs increases.
Relatively few jobs to be Rank judgments are subjective.
Evaluated (less than 30) Since there is no standard used for
comparison, new Jobs would have to be
compared with the existing jobs to
determine is appropriate rank. In essence,
the rank process would have to be
repeated each time a new job is added to
the organization.
Ranking Methods
1. Ordering Simply place job titles on 3X5 inch index cards then order the titles by
relative importance to the organization.
2. Weighting
3. Paired Comparison
Grouping
After ranking, the jobs should be grouped to determine the appropriate slary levels.
Explanation:
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Job Evaluation is concerned with measuring the demands the job places on its holder.
Most factors that contribute to this job pressure, e.g. physical strength required, knowledge of
mathematics required, are assessed and the result is a numerical estimate of the total job
pressure. When evaluations are carried out on all hourly paid personnel the techniques uses
include establishing relative wage rates for different task. It is possible to use it for all grades of
personnel, even senior management.
Some Principles of job Evaluation
Clearly defined and identifiable jobs must exist. These jobs will be accurately described
in an agreed job description
All jobs in an organization will be evaluated using an agreed job evaluation scheme.
Job evaluators will need to gain a thorough understanding of the job
Job evaluation is concerned with jobs, not people. It is not the person that is being
evaluated.
The job is assessed as if it were being carried out in a fully competent and acceptable
manner.
Job evaluation is based on judgments and is not scientific. However if applied correctly it
can enable objective judgments to be made
It is possible to make a judgment about a jobs contribution relative to other jobs in an
organization.
The real test of the evaluation results is their acceptability to all participants.
Job evaluation can aid organisational problem solving as it highlights duplication of task
and gaps between jobs and functions.
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OBJECTIVES OF THE STUDY
A study on job evaluation techniques adopted by NAG INDIA PRIVATE

LIMITED ,SIPCOT-Ranipet.
To determine equitable wage differentials between different jobs in

the organization.
To identify the basis for incentives and bonus schemes.
To study the framework of periodic review and revision of wage
rates.
To determine the ranks or grades of various jobs.
To compare the duties , responsibilities and demands of a job with
that of other job.
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LIMITATIONS OF THE STUDY
Job evaluation takes into account only the worth of a job and not the
labour market conditions which exercise significant influence on wage rates.
It is a time consuming and complicated process .If the workers do not

understand the process they may get suspicious about the employers
motives.
It is difficult to determine with complete accuracy the relative worth of a job

particularly takes in case of supervisory and managerial jobs .It lacks
scientific precision as there is no standard list of factors to be considered.
Trade unions often regard job evaluation with suspicion because of the fear
that it will eliminate the opportunity for collective bargaining.
SCOPE THE STUDY

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It helps to eliminate wage inequalities . As a scientific and reliable

measurement, job evaluation helps to avoid wage disputes and to maintain
harmonious relations between management and labour.
Job evaluation involves job analysis which provides valuable information for
efficient selection and training of employees.
It provides useful information to management for collective bargaining and wage

negotiations . Management can exercise more effective control over wage bill.
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RESEARCH METHODOLOGY
This research study explains the way of findings to the predetermined

objectives. Mostly this research study provides the clear path to accomplish
and achieve clear solutions for the problems stated. The following are the
stages through which the research study has passed to get the conclusions.
This study of job evaluation techniques at NAG INDIA PRIVATE LIMITED
was done to provided by the company to this techniques suggest the suitable
improvements in this job evaluation techniques .
Research Design
Research Design is a conceptual structure with which research study has

undertaken. It constitutes the blue print of collection of data, measurement and
data analysis. In this study, the research design used descriptive nature as it
describes the views, options and perceptions of the respondents.
Nature of Data
This research study used primary as well as secondary data. Primary data
refers to the fresh informations, which are collected directly from the
respondents.
Secondary data refers to the data, which are not collected directly but which
are obtained from published or published sources. For example, review of
literature, activities of the company, etc.
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Method of Data Collection
For collecting the data, questionnaire was the major tool. It was prepared and
circulated among the respondents to know their perception on this topic.
While collecting the data, a personal interview with the respondents was
conducted to know about the services provided by this company.
Research Instrument
After the research design, the data collection through Questionnaire, which is
designed by covering the objectives of design. Open-ended as well close-ended
questionnaire were used for this study.
The questions in the questionnaire are in the structured format. Direct or
structured questionnaire has been designed and used for this study.
Sampling Unit
The respondents belong to various units of the department make up the

sampling unit.
Sample Size
The sample size was selected for the research is 130 respondents among most
of the respondents.
Sample Design
The sample design is a plan determined before any data are actually collected
for obtaining a sample from above respondents.
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Data Analysis
After the data have been collected, it has to be analysed. The data obtanied
from the questionnaire is arranged in serial manner. Then a master copy with
tabulation method is being prepared.
TOOLS USED
Percentage Analysis
In this research, different percentages were identified in the analysis and they
are presented through bar diagrams, cone diagram and cylinder diagram for the
best presentation.
This is the way in which the research got percentage:
Percentage=No. of Respondents/Total No. of RespondentsX100
Area of the study:
Nag India Private limited, SIPCOT -Ranipet.

Period of the study: 18.07.2011 to 6.08.2011.
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The training program given by the company is
TABLE 1
S No Options NO. Of Percentage

Respondents
1 Very Good 17 34
2 Good 18 36
3 Average 6 12
4 Bad 6 12
5 Very Bad 3 06
6 Total 50 100
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The Training program given by the company is
Chart -- 1
40
35
P
E
30 R
C
25 E
N
20
T
15 A
G
10 E
0
Very Good Good Average Bad Very Bad
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Proper bonus is ensured during the festival period
Table 2

Respondents
1 Strongly Agree 10 20
2 Agree 20 40
3 Neutral 14 28
4 Dis Agree 3 6
5 Strongly Dis Agree 3 6
6 Total 50 100
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Proper bonus is ensured during the festival period
CHART 2
45
P
40 E
35 R
C
30 E
25 N
T
20 A
15 G
E
10
0 OPTIONS
Strongly Agree Agree Neutral Dis Agree Strongly Dis Agree
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23
Wages provided by the company based on their qualification
TABLE -- 3

Respondents
2 Agree 12 24
3 Neutral 11 22
4 Dis Agree 6 12
6 Total 50 100
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24
Wages provided by the company based on their qualification
CHART -- 3
30
P
E
25
R
C
20
E
N
15 T
A
10 G
E
5
0 OPTIONS
24
25
Management shows sincere concern for solving your problem
TABLE 4

Respondents
2 Agree 12 24
3 Neutral 16 32
4 Dis Agree 8 16
6 Total 50 100
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26
Management shows sincere concern for solving your problem
CHART 4
35
P
E
30
R
C
25
E
20 N
T
15 A
G
10 E
5
OPTIONS
0
26
27
Was your privacy of the employee is respected
TABLE 5

Respondents
2 Agree 13 26
3 Neutral 14 28
4 Dis Agree 9 18
6 Total 50 100
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28
Was your privacy of the employee is respected
CHART -- 5
30 P
E
25 R
C
20 E
N
T
15
A
G
10
E
0 OPTIONS
28
29
Wages given by the company are upto your satisfaction and

expectation
TABLE 6

Respondents
2 Agree 14 28
3 Neutral 12 24
4 Dis Agree 7 14
6 Total 50 100
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30
Wages given by the company are upto your satisfaction and

expectation
CHART 6
30 P
E
25 R
C
20 E
N
15 T
A
10 G
E
5
0 OPTIONS
30
31
Management shows acknowledgement of an employees

outstanding performance
TABLE 7

Respondents
2 Agree 16 32
3 Neutral 10 20
4 Dis Agree 7 14
6 Total 50 100
31
32
Management shows acknowledgement of an employees

outstanding performance
CHART -- 7
35
P
E
30
R
25 C
E
20 N
T
15 A
G
10 E
0
OPTIONS
32
33
Provision is made for welfare amenities like Health,

Recreation, Medical facilities Etc.,
TABLE 8

Respondents
2 Agree 17 34
3 Neutral 12 24
4 Dis Agree 7 14
6 Total 50 100
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34
Provision is made for welfare amenities like Health,

Recreation, Medical facilities Etc.,
CHART 8
40
P
35 E
R
30 C
E
25
N
20 T
A
15
G
10 E
0 OPTIONS
34
35
The rank is assigned to each
Jobs are compared with each other and a rank is assigned to

each job
TABLE 9

Respondents
2 Agree 14 28
3 Neutral 10 20
4 Dis Agree 10 10
6 Total 50 100
SOURCE : Primary data.
INFERENCE:
From the above table 28 % of the respondents are agree the statement that the Jobs are
compared with each other and a rank is assigned to each job and 8 % of the respondents
are strongly disagree the statement that the Jobs are compared with each other and a rank
is assigned to each job.
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The rank is assigned to each job
CHART 9
P
E
R
C
E
N
T
A
G
E
OPTIONS
36
37
Formal meetings / interviews
Company conducts formal meetings / interviews
TABLE 10

Respondents
1 Annually 13 26
2 Semi Annually 11 22
3 Quarterly 10 20
4 Monthly 9 18
5 Not At All 7 14
6 Total 50 100
INFERENCE:
From the above table 26 % of the respondents says that the Company conducts formal
meetings / interviews annually and 14 % of the respondents says that the Company
conducts formal meetings / interviews not at all.
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Formal meetings / interviews
CHART 10
30
P
E
25 R
C
20 E
N
15 T
A
10 G
E
5
0 OPTIONS
Annually Semi Annually Quarterly Monthly Not At All
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39
Exchange the information with other employees
This job helps me exchange information with other employees

of the organisation
TABLE 11

Respondents
2 Agree 13 26
3 Neutral 11 22
4 Dis Agree 7 14
6 Total 50 100
INFERENCE:
From the above table 26 % of the respondents are agree the statement that this job helps
me exchange information with other employees of the organisationand 14% of the
respondents are disagree the statement that this job helps me exchange information with
other employees of the organisation.
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40
Exchange the information with other employees
CHART 11
30
P
E
25 R
C
20 E
N
15 T
A
10 G
E
5
0
OPTIONS
40
41
Problems are solved within a department
Problems are simpler and have limited impact, within a

department
TABLE 12

Respondents
2 Agree 14 28
3 Neutral 10 20
4 Dis Agree 9 18
6 Total 50 100
INFERENCE:
From the above table 28 % of the respondents are agree the statement that Problems are
simpler and have limited impact, within a department and16% of the respondents are
strongly agree the statement that Problems are simpler and have limited impact, within
a department
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Problems are solved within a department
CHART 12
30
P
E
25 R
C
20 E
N
15 T
A
10 G
E
5
0
OPTIONS
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43
Periodic exertion of physical effort in transporting materials
Duties involve periodic exertion of physical effort in

transporting materials during the work day
TABLE 13

Respondents
2 Agree 18 36
3 Neutral 8 16
4 Dis Agree 9 18
6 Total 50 100
INFERENCE:
From the above table 36 % of the respondents are agree the statement that the duties
involve periodic exertion of physical effort in transporting materials during the work day
and 12% of the respondents are disagree the statement that the duties involve periodic
exertion of physical effort in transporting materials during the work day .
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44
Periodic exertion of physical effort in transporting materials
CHART 13
40
P
35 E
R
30
C
25 E
N
20
T
15 A
G
10 E
0
Strongly Agree Agree NeutralOPTIONS
Dis Agree Strongly Dis Agree
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45
Employee bonus and safety in centive schemes
Company use an employee survey monitor production centive

bonus and safety in centive schemes
TABLE 15

Respondents
2 Agree 13 26
3 Neutral 13 26
4 Dis Agree 9 18
6 Total 50 100
INFERENCE:
From the above table 26 % of the respondents are agree the statement that the company
use an employee survey monitor production centive bonus and safety in centive
schemesand 12% of the respondents are disagree the statement that the company use an
employee survey monitor production centive bonus and safety in centive schemes.
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46
Employee bonus and safety in centive schemes
CHART 15
30
P
E
25 R
C
20 E
N
15 T
A
10 G
E
5
0
OPTIONS
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47
Based on the overall worth
Jobs are compared to each other based on the

overall worth
TABLE 16

Respondents
2 Agree 16 32
3 Neutral 12 24
4 Dis Agree 12 24
6 Total 50 100
INFERENCE:
From the above table 32% of the respondents are agree the statement that Jobs are
compared to each other based on the overall worthand 8% of the respondents are disagree
the statement that theJobs are compared to each other based on the overall worth.
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48
CHART 16
35
P
30
E
R
25 C
E
20 N
T
15 A
G
10
E
5
0 OPTIONS
48
49
Jobs are compared to each other based on the

overall worth
TABLE 16

Respondents
2 Agree 16 32
3 Neutral 12 24
4 Dis Agree 12 24
6 Total 50 100
INFERENCE:
From the above table 32% of the respondents are agree the statement that Jobs are
compared to each other based on the overall worthand 8% of the respondents are disagree
the statement that theJobs are compared to each other based on the overall worth.
49
50
CHART 16
35
P
30
E
R
25 C
E
20 N
T
15 A
G
10
E
5
0 OPTIONS
50
51
Systematic and easy understandable procedure
The company procedure is systematic and easy

understandable
TABLE 17

Respondents
2 Agree 15 30
3 Neutral 11 22
4 Dis Agree 5 10
6 Total 50 100
INFERENCE:
From the above table 30 % of the respondents are agree the statement that the company
procedure is systematic and easy understandableand 10% of the respondents are disagree
the statement that the company procedure is systematic and easy understandable.
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52
Systematic and easy understandable procedure
CHART 17
35
P
30 E
R
25 C
E
20
N
T
15
A
10 G
E
5
0 OPTIONS
52
53
Job evaluation methods
The technique used by the company to evaluation of job is
TABLE 18
S.NO Methods No. Of Respondents Percentage

1 Ranking Method 17 34
2 Factor comparison 16 32
method
3 Point method 8 16
4 Paired comparison 9 18
method
5 Total 50 100
INFERENCE:
From the above table 34% of the respondents says ranking method was used for
evaluating the job and 16 % of the respondents says point method was used for
evaluating the job .
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Job evaluation methods
CHART 18
40
35 P
30 E
25 R
20
C
15
10 E
5 N
0 T
A
d
d
ho
ho
ho
ho
G
et
et
et
et
M
tm
m
E
g
on
on
in
in
Po
ris
ris
nk
pa
pa
Ra
m
co
co
OPTIONS
or
d
ire
ct
Pa
Fa
54
55
Employees experience and Safety Safety increase according to

Employees experience
TABLE 19
S. NO Options No. Of Percentage

Respondents
1 Yes 31 62
2 No 19 38
3 Total 50 100
INFERENCE:
From the above table 62% of the respondents says yes for are agree the statement that
this job helps me exchange information with other employees of the organisationand 14%
of the respondents are disagree the statement that this job helps me exchange information
with other employees of the organisation.
55
56
Safety increase according to Employees experience
CHART 19
70
P
60 E
R
50 C
E
40 N
T
30 A
G
20 E
10
0 OPTIONS
Yes No
56
57
Turn over increase means payment increase to workers
TABLE 20

Respondents
2 Agree 16 32
3 Neutral 8 16
4 Dis Agree 7 14
6 Total 50 100
INFERENCE:
57
58
Turn over increase means payment increase to workers
CHART 20
35
P
30 E
R
25 C
E
20 N
T
15 A
G
10 E
0 OPTIONS
58
59
Employee salary depend upon the job of the employee
TABLE 21

Respondents
2 Agree 18 36
3 Neutral 15 30
4 Dis Agree 4 8
6 Total 50 100
INFERENCE:
59
60
Employee salary depend upon the job of the employee
CHART 21
40
P
35 E
R
30
C
25 E
N
20
T
15 A
G
10 E
5
0 OPTIONS
60
61
Company provide training to the employee to learn new skills
TABLE 22

Respondents
2 Agree 9 18
3 Neutral 12 24
4 Dis Agree 12 24
6 Total 50 100
INFERENCE:
61
62
Company provide training to the employee to learn new skills
CHART 22
35
P
30E
R
25C
E
20N
T
15A
G
10E
OPTIONS
0
62
63
Motivates any individual financially
Company motivates any individual financially
TABLE 23

Respondents
2 Agree 9 18
3 Neutral 8 16
4 Dis Agree 9 18
6 Total 50 100
INFERENCE:
From the above table 32% of the respondents are strongly disagree the statement
theCompany motivates any individual financiallyand16% of the respondents are strongly
agree the statement the Company motivates any individual financially
63
64
Motivates any individual financially
CHART 23
35
P
30 E
R
25 C
E
20 N
T
15 A
G
10
E
5
0 OPTIONS
64
65
FINDINGS
36% of respondents says the training program give by the company is Good.
40% of respondents are agree that proper bonus is ensured during the ensure during the
festival period.
24% of respondents are strongly agree that the wages provided by the company based on
their qualification.
32% of respondents are neutrally agree that the management shows sincere concern for
solving your problems.
28% of respondents are neutrally agree that was our privacy of the employee is respected.
28% of respondents are agree that the wages given by the company are upto our
satisfaction and expedition.
32% of respondents are agree that the management shows acknowledgement of an

employees outstanding performance.
34% of respondents are agree that the provision is made for welfare amenities.
28% of respondents are agree that the jobs are compared with each other and a rank is
assigned to each job.
26% of respondents are strongly agree that the company conducts formal
meetings/interviews.
26% of respondents are agree that this job help s me exchange information with other
employees of the organization.
28% of respondents are agree that the problems are simple and have limited impact, with
a department.
36% of respondents are agree that the duties involve periodic exertion of in physical
effort in trans porting materials during the work day.
65
66
26% of respondents are agree that the jobs involves exposure to disagreeable and or
hazardous physical working condition.
26% of respondents are agree that the company use an employee survey monitor
production bonus an safety incentive schemes.
32% of respondents are agree that the jobs are compared to each other based on the
overall worth.
30% of respondents are agree that the company procedure is systematic and
understandable.
34% of respondents are strongly agree that the techniques used by the company of
evaluation of job.
62% of respondents says for the safety increase according to employees experience.
32% of respondents are agree that the form over increases means payment increases to
workers.
36% of respondents are agree that the employee salary depends upon the job of the
employee.
30% of respondents are strongly agree that the company provide training to the employee
to learn new skills.
32% of respondents are strongly disagree that the company motivates any individual
financially.
66
67
CONCLUSION
This study of job evaluation techniques is an important factor in all

companies for establish a wage policy that should be considered as essential
things.
In conclusion it may be remarked that job evaluation consisting of only a

few factors can give good results and hence a shortened system is more reliable .
Similarly the job requirements may also change in course of time . Unless the job
values and contents are rechecked so as to include the changes , they will not
represent the position . It is also highly necessary to adjust the job rating to
changed situation and so it can be kept up to date at all times . Thus , job
evaluation system , in spite of the limitation , can produce reliable results.
67

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1

A STUDY ON JOB EVALUATION AT NAG INDIA PRIVATE

Reg. No.: 1010633

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements for the

MASTER OF BUSINESS ADMINISTRATION

This is to certify that this project report titled A STUDY ON JOB

EVALUATION in NAG INDIA PRIVATE LIMITED, SIPCOT - Ranipet is the

bonafide work of Mr. A.MANIKANDAN, Register Number: 1010633 who carried

project report or dissertation on the basis of which a degree or award was

conferred on an earlier occasion on this or any other candidate.

Supervisor Head of the Department

Submitted to Project and Viva Examination held on ___________________________

Internal Examiner External Examiner

I am A.MANIKANDAN, STUDENT of S.K.P. ENGINEERING COLLEGE,

Place: Tiruvannamalai Registration no: 1010633

The Slogan in the name of NAG is :

N Need Team Work

We have a full fledged product designing department headed by talented designers ,

MAIN BUSINESS ACTIVITIES

Manufacturing and selling / exporting of finished leathers of all types.

QUALITY POLICY OF NAG INDIA PRIVATE LIMITED

Sri.C.Jagadish has been nominated as management representative and will be

QUALITY MANAGEMENT SYSTEM PROCEDURES

Nag India Private Limited has established, implemented and maintains

JOB EVALUATION TECHNIQUES

1. Job Evaluation by Ranking

2. Job Evaluation by Classification

3. Job Evaluation by Point Method

The point method is a more-complicated, analytical technique. It involves assigning

4. Job Evaluation by Factor Comparison

5. Performs Job Evaluations

Job evaluations are done by human resources departments, compensation specialists,

Advantages Dis advantagess

Simple. Difficult to administer as the number of

Some Principles of job Evaluation

OBJECTIVES OF THE STUDY

A study on job evaluation techniques adopted by NAG INDIA PRIVATE

To determine equitable wage differentials between different jobs in

LIMITATIONS OF THE STUDY

It is a time consuming and complicated process .If the workers do not

It is difficult to determine with complete accuracy the relative worth of a job

SCOPE THE STUDY

It helps to eliminate wage inequalities . As a scientific and reliable

It provides useful information to management for collective bargaining and wage

This research study explains the way of findings to the predetermined

Research Design is a conceptual structure with which research study has

Method of Data Collection

The respondents belong to various units of the department make up the

Area of the study:

Nag India Private limited, SIPCOT -Ranipet.

The training program given by the company is

S No Options NO. Of Percentage

The Training program given by the company is

Proper bonus is ensured during the festival period

S No Options NO. Of Percentage

Proper bonus is ensured during the festival period

Wages provided by the company based on their qualification

S No Options NO. Of Percentage

Wages provided by the company based on their qualification

Management shows sincere concern for solving your problem

S No Options NO. Of Percentage

Management shows sincere concern for solving your problem

Was your privacy of the employee is respected