TABLE OF CONTENT
CHAPTER ONE
Introduction ……………………………………………………………….……………. 1
Background of the study…………………………………………………………… 1
Statement of the problem…..……………………………………………………. 2
Purpose of study.……………….…………………………………………………….. 3
Formation of hypothesis…..………………………………………………………. 4
Scope of the study…………..……………………………………………………….. 4
Significance of study………………………………..……………………………….. 5
Limitation of the study………………………………………………………..……. 5
Definition of terms……………………………………………………………………. 6
CHAPTER TWO
2.0 literature review…………………………………………………………………. 8
2.1 loss of goods in transit………………………………………………………… 9
2.2 deficiency of stock………………………………………………………………. 10
2.3 Valuation of unsold stock in consignee’s hands…………………… 10
CHAPTER THREE
3.0 methodology………………………………………………………………………. 12
3.1 introduction………………………………………………………………………… 12
3.2 Design of the study……………………………………………………………… 12
3.3 Techniques of data analysis………………………………………………… 13
3.4 Population of the study………………………………………………………. 13
3.5 Sampling procedure……………………………………………………………. 13
3.6 Sources of data collection…………………………………………………… 13
CHAPTER FOUR
4.0 Presentation of Analysis……………………………………………………… 14 – 23
CHAPTER FIVE
5.0 Summary, Findings, Conclusion and Recommendation……….. 24 – 26
Appendix …………………………………………………………………………………. 27- 29
References………………………………………………………………………………… 30
ABSTRACT
This research was carried out to take a thorough look at the important of job evaluation in an organization with the Delta State Hospitals management Board, Asaba as the case study. The purpose of this study is to determine the important of job evaluation in determine jobs that are monetary value on the jobs. The research work is made of five chapters which deal with the various sections that make up the study. This is the introduction of the research work the statement of problem, research question and objective of the study, the significance of the study, the limitation of the study, the scope of the study and definition of terms.
In chapter two talk about critical review of existing literature by other authors was done in the area of the study thus, view of other authors were put forward to enhance easy understanding of the study. Chapter three is the necessary data. A sample of one hundred (100) members of management of the staff (management committee) that responded to the questionnaire distributed the presentation and analysis of data was dealt with in chapter four. The hypothesis postulated in chapter one was tested here and also the data were of the research, and finally, chapter five is the observation from the findings, the summary, recommendations and conclusion. The findings of the research on job evaluation helps management to deter mine those jobs that are important in the organization as a majority of respondents are in favour of this. Also the null hypothesis (Ho) was rejected while the alternative hypothesis (H1) was accepted from the findings and limitation of this study the researcher made some recommendations and also summary of the work.
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Evaluation is the process of finding or deciding the amount or value of something. A job is a piece of work either to be done or completed. Job Evaluation is important to organization as it helps in placing value on the various jobs within the organization to determine their worth.
Job evaluation is the name given to any activity, which sets out to make a systematic comparison between jobs to assess their relative worth, for the purpose of establishing a rational pay structure in essence, job evaluation aims to advice reliance on arbitrary method pay determination by an organization by reducing an element of objectivity in the way jobs are compared. To enable employees perceives jobs are compared. To enable employees perceive job evaluation method requires at least some basic job analysis in order to provide factual information about the concerned. Nevertheless, as with many other aspects of personnel management, judgment has to exercise in the final analysis.
As Kempner (2002) points out, evaluation methods do depend to some extent on a series of subjective judgments made on the light of concepts like logic, job evaluation techniques is an attempt to minimize the subject element.
The study is on the importance of job evaluation in an organization to management and employees within the organization. It is important to note that the purpose of job evaluation in to produce a defensible ranking of Jobs on which a rational and acceptable pay structure can be built. And this enables salary to be based on the rational estimate of the contribution of individual jobs to the organization as it relates to skills responsibilities, length or training and others. The amount of compensation that an employee gets should reflect the worth of the employee to the organization. This is paid according to his or ability to perform for the organization. In a free racket economy, people place value on their worth and offer it to the highest bidder. So too does the organization need to place value on the services of its employees. There are numbers of important features of job evaluation which need to be recognized at the outset.
Job evaluation attempts to assess job, not people.
The standard of job evaluation are relative not absolute.
The basic information on which job evaluation are made is obtained from job analysis.
Job evaluation committees utilize concepts such as logic fairness and consistency in their assessment of job.
Job evaluation is carried out by groups not by individuals.
There is always some element subjective judgment in job evaluation.
Job evaluation does not determine pay scales but merely provides the evidence on which they may be advised
Most organization use the following three factors to determine the salary employees should earn for their services, there are worth of the Job, performance and supply of labour. Hospital Management Board is an establishment of the Delta State Government and is responsible for health care service in Delta State. Due to this fact, the Board employs workers of different profession, category and walk and as a result has to use job evaluation to determine salary structure. Job evaluation is a job grading scheme within the organization and this is used for compiling salary scale, engaging workers to set training scheme for pay roll work and estimate cost and budgetary control. It must start with job analysis, job description and job specification.
The research work will look at the various types of methods employed by management in evaluation jobs that enable them compare the worth of one job in relation to one another and also that makes employers perceive such methods as equitable. They are analytical and non analytical methods.
