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1. TABLE OF CONTENTS
1. INTRODUCTION
2. COMPANY PROFILE
3. CONCEPTUAL BACKGROUND
4. OBJECTIVES OF THE STUDY
5. RESEARCH METHODOLOGY
6. SWOT ANALYSIS
7. FINDINGS
8. SUGGESTIONS
9. CONCLUSION
10. BIBLIOGRAPHY

2. INTRODUCTION
Job evaluation is defined as the systematic process
of assessing the value of each job in relation to other
jobs in an organization. It is intended to provide a
rational, orderly hierarchy of jobs based on their
worth to the company by analyzing the difficulty of
the work performed and the importance of the work
to the organization. The factors used to assess a job’s
worth are identified, defined, and weighted in the
company’s job evaluation plan.

3. METHODSOF JOB EVALUATION

4. Point Ranking Method
The point factor method is a commonly used quantitative technique.
This approach breaks down jobs into compensable factors identified
during a job analysis. Points are assigned to the factors, and a pay
structure is established for the position.
Job Ranking Method
Job ranking places jobs in a hierarchy of their value to the company.
It is the simplest method but is not appropriate for every
organization. This method is best suited to smaller organizations
that can reduce the number of positions to be reviewed to no more
than 100 specific jobs.
Factor Comparison Method
The factor comparison method represents a combination of the
ranking and point methods. The first step is to identify benchmark
jobs. In addition, the organization must select compensable factors
and rank all benchmark jobs after completing factor analysis. Next,
the employer must compare jobs to market rates for benchmarking,
which results in the assignment of monetary values for each
compensable factor the organization must select compensable
factors and rank all benchmark jobs

5. Job Classification Method
In the job classification method, the evaluator writes
descriptions of each class of jobs and then puts them into the
grade that best matches the class description.

6. HDFC BANK
• HDFC Bank Limited is an Indian banking and financial services
company headquartered in Mumbai. It is India's largest private
sector bank by assets and world's 10th largest bank by market
capitalization as of April 2021.It is the third largest company
by market capitalization of $122.50 billion on the Indian stock
exchanges. It is also the fifteenth largest employer in
India with nearly 150,000 employees.
• HDFC Bank provides a number of products and services
including wholesale banking, retail banking, treasury, auto
loans, two-wheeler loans, personal loans, loans against
property, consumer durable loan, lifestyle loan and credit
cards. Along with this various digital products are Payzapp and
SmartBUY.

7. COMPANY PROFILE
Type Public
Industry Financial services
Founded August 1994 (28 years ago)
Headquarters Mumbai, Maharashtra, India
Area served India
Key people •Atanu Chakraborty
(Chairman)
•Sashidhar Jagdishan
(CEO)
Products •Credit cards
•Consumer banking
•Commercial banking
•Finance and insurance
•Investment banking
•Mortgage loans
•Private banking
•Private equity
•Wealth management
Revenue ₹359,695 crore (US$45 billion)
Net income Services[7] crore (US$6.7 billion)(2022)
Total assets ₹1,422,934 crore (US$180 billion) (2022)
Total equity ₹246,771 crore (US$31 billion)(2021)
Owner Housing Development Finance Corporation (25.7%)
Number of employees 1,52,511 (2022)

8. CONCEPTUAL BACKGROUND
• Job evaluation developed out of civil service classification
practices and some early employer job and pay classification
systems. Whether formal job evaluation began with the
United States Civil Service Commission in 1871 or with
Frederick W. Taylor in 1881.
• As organizations became larger and larger and more
bureaucratized the need for a rational system of paying
employees became evident. Wage structures became more
complex and Job evaluation became a major part of the
answer.
• HDFC, like any other rational organization has an established
employee grade bands which determine grade pay.

9. HDFC uses the following employee grades that has been for the
Designations:
E1 Assistant Manager
E2 Deputy Manager
E3 Manager
E4 Senior Manager
D1 Assistant Vice President
D2 Deputy Vice President
D3 Vice President
D4 Senior Vice President
D5 Senior Vice President
C1 Executive Vice President
C2 Executive Vice President
CX Group Head

10. OBJECTIVES
• To learn the concept of job evaluation
• To understand various methods that are used for job
evaluation .
• To observe the process and make suggestions regarding job
evaluation process at HDFC bank.

11. RESEARCH METHODOLOGY
• Research design used in the study is Descriptive .
• Normative and analytical methods are used in order to
ascertain the conditions then compare it to the existing
norms.
• Data collection method employed is Secondary.
• Secondary data involves compiling existing data sourced
from a variety of channels. This includes internal sources
(e.g.in-house research) and external sources (such as
government statistics, research papers, and the internet).
• Research can be carried out for patterns across data
and identify trends — or use it to verify early trends and
establish whether it’s worth continuing research into a
prospective area.

12. SWOT ANALYSISOF JOB EVALUATION
PROCESSAT HDFCBANK

13. FINDINGS
• Base pay, establishes the standard of living for the employees ,it is
the foundation for total compensation. It also indicates the value the
organization places on an employee's role and contributions.
• Pay ranges and pay increase budgets are the most common control
devices used .
• Factors taken into consideration while fixing employee grades:
- Experience level
- Educational qualifications
- Working Condition
- Confidential Data
- Consequences of mistakes and errors
- Complexity of duties
- Responsibility
-Mental and physical demands

14. • No matter how the organization establishes its job worth hierarchy, job
evaluators continue to use job content to value new and changed jobs.
Some organizations use market pricing to check job evaluation. Pay rates
in organizations using the job content evaluation approach are set in
reference to the market, collective bargaining or other means.
• Pay rates that fall below or above the pay range minimums or
maximums, respectively, can be a problem. "Red circle rates" are
salaries above the maximum rate established for the position. "Green
circle rates" are salaries below the minimum rate. Green circle rates are
as problematic as red circle rates because they violate the organization's
philosophy. Organizations should move employees with green circle
rates up to at least the minimum in the range or give them an
opportunity to move to a job in the next grade above them.

15. SUGGESTIONS
• Many job evaluation methods are subjective. Evaluators' decisions
about which jobs are worth more can be personal and emotional.
If the team members know the job incumbents, they may consider
employees' personal qualities as job factors. Outside consultants
can help the team in productive and objective discussions about
job factors .
• Organizations should plan to conduct regular job reviews and
develop a process to handle job changes and additions.
• Organizations must acknowledge and address any deficiencies
they find during audits and explain the need for any changes.
• Organizations may use a combination of ranking-to-market and
whole-job slotting. Of course, employers using these methods
should document job content, because job descriptions are useful
and valuable management tools.

16. CONCLUSION
• Job evaluation process at HDFC makes use of combination of
methods and market valuation comprising of both
quantitative and qualitative methods.
• Job evaluation is a long term function of the organization
although timely reviews are done to accommodate the market
stance .
• The employees are aware of the employee grades and base
pay structure, also they believe that compensation is one
among the many factors that motivates to take up the job ,
others being career growth, skill development etc.

17. BIBLIOGRAPHY
BOOKS
I. JOB EVALUATION HANDBOOK: A GUIDE TO ACHIEVING
EQUAL PAY BY MICHAEL ARMSTRONG(2018)
II. HUMAN RESOURCE MANAGEMENT BY K. ASWATHAPPA
AND SADHNA DASH (2021)
WEB RESOURCES
I. HDFC OFFICIAL WEBSITE
II. HRM:A CASE STUDY OF HDFC BANK , MS. PRABHJOT KAUR