Thanks for your inputs Gauri. I did evaluate myself in the mentioned criterias and have learnt that I fit perfectly in the shoes of a trainer. All I want to know is inspite of having 5 yrs of experience in the generalistic HR field can I still get into training? I do not want to start as a fresher once again...

Pls help.

Thanks
Pooja

Hi Mallikharjun,

PROCESS FOR JOB GRADING
First prepare organizational chart with all division and sections to determine the location of the job positions and appropriate weightage in the organization, as part of their workforce planning processes.
The accepted job grading methodology by using the factors assessing a job is:
Complexity, Decisions, Relationships, Experience, Skills and Supervision.
Work volume is not a consideration in the Job Grading process.

Then work out the annual salary budget for deciding the compensation philosophy and strategy of the organization. You must have some market data for comparison with market salary for various jobs positions in your organization. Distribute logical weightages to each job by adopting ranking method because number of jobs are 60 therefore ranking method is best in your case. In other words rank all jobs as per the importance to your organization or merit and place them into level as grade and fix salary range as band for pay progression with experience and qualification.
For your understanding apply following principle:
1. Nature of Job= Pay Bands for technical, non technical, kind of classification.
2. Level of Job = Grading

a. Organizational Chart outlining the position of the post and its relationship to other posts in the
organizational unit
b Job Analysis
c Job description
d. Job Evaluation

I hope this broader guidelines will be helpful in developing job grade and pay bands.

Thanks
Pooja

Google them, you'll get a lot of formats... You can later modify it according to the needs of your organization.

Hi Saujanya,

Can you let me know, this opening is for which organization? I have a profile with me.

Thanks
Pooja

Do you want a whole document or just the offer break up part of it?

Hi Latha,

Letter of intent is the cover letter/acknowledgment letter.


Thanks
Pooja

Difference between offer letter & appointment letter:-

Offer letter is given when:-

Your are negotiating with the candidate & have finalised his salary & other details which he/she may agreed upon.

It's not a final document as she may or may not join your organization...there are instances when the candidate don't join the organization..here he/she is supposed to the accept the same by way of signing the same...here it's important to mention the clause if the candidate doesn't provide the copy of acceptance of his resignation letter then the offer letter stands null & void...

Offer letter entails the following-

1. Position offered.
2. Reporting structure
3. Date of joining
4. Salary in anual CTC
5. Location


Once the employee joins the organization on the basis of offer letter then he/she is given the eappointment letter after recieving the relevant docs like-
* degree certificates
* experience certificates of previous organizations
* Employee Information form

Appointment letter details the general terms & conditions..esp the services one..

Thanks
Pooja