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.

Methods, Wages, Wages and salaries, Job evaluation

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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.

Management, Compensation management, Employment discrimination, Pay equity

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