Directorate of distance education master of business administration

Method of Training 
 
ӹ Orientation training 
 
ӹ On the job-training 
 
ӹ Simulation (vestibule) training. 
 
ӹ Class room training 
 
ӹ Apprenticeship training 
 
ӹ Industrial training 
Wage and Salary Administration 
The principles involved are
 
 
ӹ Wage plan should be linked to the productivity 
 
ӹ Should be related to job requirement skill and job
 
ӹ Should have incentive content to motivate workers to put up 
their best efforts. 
 
ӹ Wages to be fixed for different categories based on job 
evaluation.
 
ӹ Wage plan should have a guaranteed minimum wage. 
 
ӹ It should be comparable with wages of other similar industries 
in similar locations
 
ӹ It should attract talented personnel to join the organization 
 
ӹ It should be flexible enough to bring about changes as and 
when found necessary.
The other functions of staffing sub system are:
Job Evaluation 
Job evaluation is the evaluation rating of jobs to determine their 
positions in job hierarchy.  The evaluation may be achieved through 

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assignment of points or the use of some other systematic rating method 
for essential job requirement such as skill, experience and responsibility. 
The various steps of job evaluation are 
i.  Job Analysis 
ii.  Job Description 
iii.  Job Grading 
iv.  Job Pricing 
Job Evaluation Techniques 
1) 
Qualitative Method 
a.  Ranking Job comparison method 
b.  Job classification / Grading method 
2) 
Quantitative method 
a.  Factor comparison method 
b.  Point comparison method. 
MERIT RATING 
It is very well known that the workers differ in their abilities, 
skills, knowledge and aptitudes.   By proper education and training 
these differences may become small.  Yet these differences remain.  It 
is necessary for management to know these differences so as to identify 
special skills and growth potential of their employees to occupy higher 
positions of responsibilities through promotions.  It is also necessary 
to know these differences so that each is paid according to his merits.  
Higher wages are paid to employees who perform continuously better.  
In order to identify these differences, performance evaluation is needed.  
This process of performance evaluation of workers is called merit rating.  
Thus ‘merit rating’ may be defined as “a systematic, periodic and objective 
performance evaluation of labour in order to recognize and reward their 
contributions to the organization, and also identify their potential to 
hold higher level appointments and jobs”.