• Dr. Shaileshkumar B. Prajapati

Human Resource Management by contracts is directs mainly toward managerial needs for people resource in organization, with greater emphasis being placed on planning, monitoring and control rather than on problems solving and medication. Whereas traditional personnel management is committed to the ides that employees needs should be looked after since employees are effective only when their needs are satisfied, human resources management reflects a different set of beliefs. Human resource management is most important part of job analysis and job evaluation. Job analysis is the process of getting information about jobs; specifically, what the worker does; how he gets it done; why he does it; skill, education and training required; relationship to other jobs; physical demands and environmental condition. Job analysis was almost non-existent three decades ago. The major thrust behind job analysis has been the civil rights movement which required that the factors governing hiring, firing and promoting should; be job related. And job evaluation is the process of analysing and assessing the various jobs systematically to ascertain their relative worth in an organization. Jobs are evaluated on the basis of their content and are placed in the order of their importance. In this way, a job hierarchy is established in the organization, the purpose being fixation of satisfactory wage differential among various jobs.

HRM System, Functions, Management, Job Analysis, Job Evaluation and Techniques.

"HRM- Job Analysis and Evaluation", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.6, Issue 6, page no.420-425, June 2019, Available :http://www.jetir.org/papers/JETIR1906V58.pdf

"HRM- Job Analysis and Evaluation", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.6, Issue 6, page no. pp420-425, June 2019, Available at : http://www.jetir.org/papers/JETIR1906V58.pdf