JOB EVALUATION AS A TOOL FOR WAGES AND SALARIES DETERMINATION
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JOB EVALUATION AS A TOOL FOR WAGES AND SALARIES DETERMINATION
Chapter one
INTRODUCTION
Background to the Study
The focus of job evaluation is on the criteria used to determine job rankings. However, in practice, these characteristics are classified into distinct phrases. Belcher, for example, uses the term “skill”.
For example, education and experience are frequently used to assess mental effort, whereas physical effort is frequently distinguished from other types of focused responsibility (Bombay, 2000).
By comparing different jobs across work-related criteria such as skill competence, knowledge, responsibility, working environment, and so on, one can establish the relative work of each job performance by one employee while ignoring the job holder’s own talents and performance (Yoder, 1999).
The goal of job evaluation is to generate a defensible ranking of job evaluations that can be used as the foundation for a rational pay structure. Following job evaluation, pay can be based on a related estimate of the contribution in terms of skills, responsibility, length of training, and other variables. Job evaluation has become an effective method for deciding the salaries and values of Akwa Ibom State civil personnel.
Statement of the Problem
Over the years, workers have filed several complaints against the government alleging that some people are paid more than others.
Confusion on the part of the evaluator, which leads to an erroneous determination of the employee’s income and compensation.
Objectives of the Study
The following are the study’s aims.
To illustrate the inadequacy of the current pay determination method.
Examine job evaluation as a technique for proper wage determination in the organisation.
To investigate the dysfunction of job evaluation in an organisation.
To assess wages and salaries using an effective job evaluation.
Research Question
The following are the research questions developed to guide this investigation.
Is compliance and conflict the outcome of bad wage determination?
Is job evaluation an adequate technique for determining wages?
What is the solution to all organisation salary issues?
Can job evaluation improve industrial relations?
Statements of Hypothesis
The following research hypotheses were developed for the purposes of the study:
Complaints and dispute are not the result of inadequate salary determination.
HA: Poor wage determination leads to complaints and conflicts.
ii Ho: Job evaluation is not an adequate instrument for determining wages.
HA: Job evaluation is an adequate method for determining wages.
iii. Ho: Job evaluation is not a panacea for all organisations’ pay concerns.
HA: Job evaluation is a solution to all organisations’ salary problems.
Ho: Job assessment is not a technique for improving industrial relations in an organisation.
HA: Job evaluation is a tool for improving industrial relations in organisations.
Significance of the Study
This study will help the Akwa Ibom State Civil Service Commission’s administration establish the best instrument to utilise in job appraisal and how to determine compensation and salaries in the Civil Service.
It will assist personnel managers in an organization’s Human Resources Department by serving as a tool for evaluating employee job performance and determining appropriate rates and compensation.
It will assist the government in allocating funds to various federal and state ministries around the country. This work will be used as a reference material for future research on the same or similar topics.
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