1. Education Mr Pratap Singh, Personnel Manager of the Indian Oxygen Ltd, prepared a job evaluation plan after a thorough study of all the jobs in the company, in similar organisations and job evaluation plans in various other companies. Mr Singh and his colleagues in the Personnel Department concluded that a general job evaluation plan will meet the requirements of the company and satisfy the needs of the employees. Mr Singh has submitted the plan (given below) to the General Manager of the company. The plan was sent to the recognised trade unions and to all the line managers of the company. The trade union leaders readily accepted the plan, whilst all the line managers totally rejected the plan. The plan prepared by Mr Singh and his colleagues is as follows: Job Requirements upto graduation 2. Training CASE STUDY - 1 Should Job Evaluation Plan be General or Specific? beyond graduation Technical Commercial Apprenticeship (two points per year) 3. Previous Experience Technical (4 points per year of experience) Commercial (3 points per one year) 4. Nature of work (depending on the complexity of work) 5. 1. 2. 3. Low, Medium and High Dexterity (considering unusual speed, deftness, close-coordination of eyes and muscles) Low, Medium and High Observation (depending upon the alertness) 6. Low, Medium and High 7. Executive ability (depending upon ability to secure cooperation) Low, Medium, High, Very High 8. Analytical ability (depending upon obtaining and interpreting relevant data) Low, Medium, High, Very High) 9. Development (depending upon job requirements and facilities offered by the organisation) Low, Medium, High QUESTIONS Chapter 14 Job Evaluation 333 Points Range 0-10 11-20 0-30 0-20 0-10 0-40 0-30 0-15 0-10 0-20 0-60 0-40 0-30 Why did the trade unions accept the plan? Why the line managers reject the plan? What changes do you suggest that would make the plan acceptable to the line managers also?