Link pay to job evaluation
Article Abstract:
Corporations can develop successful reward systems for professionals by linking job evaluation systems to remuneration. However, success will depend on establishing a job evaluation system that is built around organizational objectives and goals. In this way, all positions are then measured according to the same criterion and firms can avoid market-based discriminatory pay polices. Logical pay procedures should be stressed, and efforts should focus on enhancing internal pay equity. Organizations can measure performance by a variety of variables, including technical expertise, market growth, or production levels, but must apply performance measures equally to all workers.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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All the parts of comparable worth
Article Abstract:
Employers must become aware of the factors contributing to pay inequity before inequity problems can be solved. Ambiguous, subjective, and inconsistent job evaluation systems contribute to pay inequity. Market pricing of jobs may discriminate against women because all job descriptions are assumed to be equal. Unintended bias may occur as a result of subjective job descriptions and inadequately trained managers. Employers should examine their pay policies and eliminate pay inequities.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
User Contributions:
Comment about this article or add new information about this topic:
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