Q.22. Briefly explain the ways to reduce industrial accidents. (AKTU. 2012 - 13)
Ans. There are two ways to accident reduction as related to the human factor. The first is usually reffered to as the actuarial method and the second involves educational campaigns.
The Actuarial Method: -
A good example of the acturial method is the tremendous amount of data on automobile accidents which have been compiled by various individuals and agencies.The actuarial method involves studying accident statistics to determine, based upon actual data, those thing which seem to be related to accident frequency.
Safety Education: -
Accidents can be reduced not only by actuasrial studies of the accident-prone employee but also by safety education conducted by management and employee groups.
The United State Department of Labour (1947) has issued a “Guide to Industrial Accident Prevention Through a Joint Labour-Management Safety Committee.” which suggest an eight-point program for a safety committee:
1. Make immediate and detailed investigation of accident reports.
2. Develop accident data to indicate accident sources and injury rates.
3. Develop or revise safe practices and rules to comply with plant needs.
4. Inspect the plant defect hazardous physical conditions or unsafe work methods.
5. Recommend changes or additions to protective equipment and devices to eliminate hazards.
6. Promote safety and first aid training for committee members and workers.
7. Participate in advertising safety and in selling the safety program to workers.
8. Conduct regular scheduled meetings.
Q.23. What is job evaluation job evaluation? (AKTU. 2012 - 13)
Ans. Job Evaluation: -
Once a job analysis has been completed and a through job description written, it is important to determine how much employees in a position should be paid. This process of determining a job’s worth is called job evaluation. A job evaluation is typically done in two stages: determining internal pay equity and determining external pay equity.
Determining Internal Pay Equity: -
Step 1: Determining Compensable Job Factors: -
The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs. Possible compensable job factors include:
Level of responsibility
Physical demands
Mental demands
Education requirements
Training and experience requirements
Working conditions
Step 2: Determining the Levels For Each Compensable Factor: -
The next step is to determine the levels for each factor. For a factor such as education, the levels are easy to determine.
Step 3: Determining The Factor Weights: -
Because some factors are more important than others, weights must be assigned to each factor and to level within a factor.
Determining External Pay Equity: -
With external equity, the worth of a job is determined by comparing the job to the external market (other organizations). External equity is important if an organization is to attract and retain employees. In other words, it must be competitive with the compensation plans of other organizations. That is, a fast-food restaurant that pays cooks $6 an hour will probably have trouble hiring and keeping high-caliber employees if other fast-food restaurants in the area pay $7 an hour. To determine external equity, organizations use salary surveys.
