Araştırma Makalesi
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İş değerlemesi kişisel özellikler ve iş performansından oluşan bir maaş modeli

Yıl 2018, Cilt: 24 Sayı: 4, 720 - 729, 17.08.2018

Öz

Önemli
girişimlere rağmen, kişisel özellikler ve performansın maaş yapısına nasıl
entegre edileceği konusunda araştırma çalışmalarda eksiklik devam etmektedir.
Bu çalışmada, ücret adaleti sağlamak ve personel tatminini yükseltmek için iş
değerlemesi, kişisel özellikler ve iş performansında oluşan toplam skordan bir
ücret düzeyi oluşturan bir maaş modelinin geliştirilmesi amaçlanmıştır. İlk
aşamada, 16 faktörden oluşan puan yöntemi iş değerleme sistemi, bir işletmede
beyaz yakalı işlerin iş skorunu belirlemek için uyarlanmıştır. İş skoru temel
ücreti verir. İşin gerektirdiği düzeyden daha yüksek eğitim ve deneyime sahip
olan personel için ek ödeme olacaktır. Eğitim ve deneyim yönüyle kişisel
özelliklerden skor üreten bir yöntem geliştirilmiştir. İş performansı,
personelin 11 iş değerleme faktörü için görev aktivitelerini nasıl başardığı
olarak ölçülmüştür. Böyle üç bileşen, bir ücret düzeyine ulaşabilmek için bir
birleşik skora dönüştürülmüştür. Sistem, orta ölçekli bir üretim işletmesinde
beyaz yakalı işler için uygulanmıştır. Sonuçlar, iş puanının ücret düzeyinde
daha büyük etkiye sahip olduğunu göstermiştir.

Kaynakça

  • Conyon M, Peck S, Read, L. “Performance pay and corporate structure in UK firms”. European Management Journal, 19(1), 73-82, 2001.
  • Ahmed NU. “An analytic technique to develop factor weights in job evaluation”. The Mid-Atlantic Journal of Business, 25(5), 1-6, 1989.
  • Gupta S, Chakraborty M. “Job evaluation in fuzzy environment”. Fuzzy Sets and Systems, 100, 71-76, 1998.
  • Hahn DC, Depboye RL. “Effects of training and information on the accuracy and reliability of job evaluations”. Journal of Applied Psychology, 73(2), 146-153, 1988.
  • Das B, Garcia-Diaz A. “Factor selection guidelines for job evaluation: A computerized statistical procedure”. Computers and Industrial Engineering, 40, 259-272, 2001.
  • Wilde E. “A job evaluation case history”. Work Study, 41(2), 6-11, 1992.
  • Dohmen TJ. “Performance, seniority, and wages: formal salary systems and individual earnings profiles”. Labour Economics, 11(6), 741-763, 2004.
  • Waldman DA, Spanglar WD. “Putting together the pieces: A closer look at the determinants of job performance”. Human Performance, 2(1), 29-59, 1989.
  • Heneman RL. “The changing nature of pay systems and the need for new midrange theories of pay”. Human Resource Management Review, 10(3), 245-247, 2000.
  • Morgeson FP, Campion MA, Maertz CP. “Understanding pay satisfaction: The limits of a compensation system implementation”. Journal of Business and Psychology, 16(1), 133-149, 2001.
  • Weinberger TE. “Determining the relative importance of compensable factors: The application of dominance analysis to job evaluation”. Compensation and Benefits Management, 11(2), 17-23, 1995.
  • Charnes A, Cooper WW, Ferguson RO. “Optimal estimation of executive compensation by linear programming”. Management Science, 1(1), 138-151, 1955.
  • Gupta JND, Ahmed NU. “A goal programming approach to job evaluation”. Computers and Engineering, 14(2), 147-152, 1988.
  • Kutlu AC, Ekmekçioğlu M, Kahraman C. “A fuzzy multi-criteria approach to point-factor method for job evaluation”. Journal of Intelligent & Fuzzy Systems, 25(3), 659-671, 2013.
  • Pittel M. “Recalibrating point factor job evaluation plans to reflect labor market pay levels”. Workspan, 42(10), 29-33, 1999.
  • Kahya E. “Metal iş kolunda bir işletme için işdeğerleme sisteminin geliştirilmesi”. Endüstri Mühendisliği Dergisi, 17(4), 2-21, 2006.
  • Dağdeviren M, Akay D, Kurt M. “İş değerlendirme sürecinde analitic hiyerarşi prosesi ve uygulaması”. Gazi Üniversitesi Mühendislik Mimarlık Fakültesi Dergisi, 19(2), 100-105, 2004.
  • Kahya E. “Revising the metal industry job evaluation system for blue-collar jobs”. Compensation & Benefits Review. 38(6), 49-63, 2006.
  • Kutlu AC, Behret H, Kahraman C. “A fuzzy inference sysrtem for multiple criteria job evaluation using fuzzy AHP”. Journal of Multiple-Volued Logic&Soft Computing, 23(1/2), 113-133, 2014.
  • Kareem B, Oke PK, Atetedaye AF, Lawal AS. “Development of a point rating model for job-manpower evaluation in an organization”. Journal of Applied Mathematics & Bioinformatics, 1(1), 195-206, 2011.
  • Shunkun Y, Hong T. “Application of point method in job evaluation”. IEEE Conference Publications of the International Conference on Management and Service Science (MASS), China, 12-14 August 2011.
  • Chen LF, Jiang WD. “Managerial job evaluation based on point-factor method and IAHP in enterprises”. Soft Science, 11(4), 100-105, 2011.
  • Dogan A, Onder E, Demir R. “Assessment Turkish HR professionals on determining the importance of factors in point factor as a method of job evaluation”. European Journal of Business and Management, 6(29), 1-13, 2014.
  • Sun X, Luo N. “Stıdy on the effectiveness of point-factor job evaluation system in operation position”. Communiciation in Information Science and Management Engineering, 3(3), 154-160, 2013.
  • Olson CA, Schwab DP, Rau BL. “The effects of local market conditions on two pay-setting systems in the federal sector”. Industrial&Labor Relations Review, 53(2), 272-289, 2000.
  • Rotundo M, Sackett PR. “Specific versus general skills and abilities: A job level examination of relationships with wage”. Journal of Occupational and Organizational Psychology, 77, 127-148, 2004.
  • Bender AF, Pigeyre F. “Job evaluation and gender pay equity: a French example”. Equality, Diversity and Inclusion: An International Journal, 36(45), 267-279, 2016.
  • Sandberg PK. “Intertwining gender inequities and gender-neutral legitimacy in job evaluation and performance-related pay”. Gender, Work & Organization, 24(2), 156-170.
  • Chang I-W, Kleiner H. “How to conduct job analysis effectively”. Management Research News, 25(3), 73-81, 2002.
  • Metal Sanayii İş Gruplandırma Sistemi, MESS, Ankara, Turkey, 1996.
  • Robst J. “Career mobility, job match, and overeducation”. Eastern Economic Journal, 21(4), 539-550, 1995.
  • Büchel F. “The effects of overeducation on productivity in Germany-the firms' viewpoint”. Economics of Education Review, 21(3), 263-275, 2002.
  • Verdugo RR, Verdugo NT. “The impact of surplus schooling on earnings”. The Journal of Human Resources, 24(4), 629-643, 1989.
  • Chevalier A. “Measuring over-education”. Economica, 70(279), 509-531, 2003.
  • Battu H, Belfield C, Sloane P. “The extent and effects of over-education”. Quality Focus, 4(1), 39-45, 2000.
  • Bulmahn G, Kräkel M. “Overeducated workers as an insurance device”. Labour, 16(2), 383-402, 2002.
  • Peiró JM, Agut S, Grau R. “The relationship between overeducation and job satisfaction among young Spanish workers: The role of salary, contract of employment, and work experience”. Journal of Applied Social Psychology, 40(3), 666-689, 2010.
  • Li IW, Miller PW. “Overeducation and earnings in the Australian graduate labour market: an application of the Vahey model”. Education Economics, 23(1), 63-83, 2015.
  • Sánchez-Sánchez N, McGuinness S. “Decomposing the impact of overeducation and overskilling on earnings and job satisfaction: an analyssi using REFLEX data”. Education Economics, 23(4), 419-432, 2015.
  • Salahodjaev R. “Is more always good? Over-education, job satisfaction and wages on the Czech labor market”. Society and Economy, 37(3), 403-414, 2015.
  • Verhaest D, Verhofstadt E. “Overeducation and job satisfaction: the role of job demands and control”. International Journal of Manpower, 37(3), 456-473, 2016.
  • Voßemer J, Schuck B. “Better overeducation than unemployed? The short-and long- Term effects of an overeducated labour market re-entry”. European Sociological Review, 32(2) ,251-265, 2016.
  • Felli L, Harris C. “Learning, wage dynamics, and firm-specific human capital”. Journal of Political Economy, 104(4), 838-868, 1996.
  • Altonji J, Williams N. “Do wages rise with job seniority? A reassessment”. Industrial and Labor Relations Review, 58(3), 370-397, 2005.
  • Borman WC, Motowidlo SJ. Expanding the Criterion Domain to Include Elements of Contextual Performance. Editors: Schmitt N, Borman WC. Personnel Selection in Organizations, San Francisco, USA, Jossey-Bass, 1993.
  • Van Scotter JR. “Relationships of task performance and contextual performance with turnover, job satisfaction, and affective commitment”. Human Resource Management Review, 10(1), 79-95, 2000.
  • Young M, Selto F. “Implementing performance measures and new management and manufacturing practices in a just-in-time manufacturing environment”. Journal of Management Accounting Research, Fall, 300-326, 1993.
  • Awasthi VN, Chow CW, Wu A. “Cross-cultural differences in the behavioral consequences of imposing performance evaluation and reward systems: An experimental investigation”. The International Journal of Accounting, 36(3), 291-309, 2001.
  • Viswesvaran C, Ones D S. “Perspectives on models of job performance”. International Journal of Selection and Assessment, 8(4), 216-226, 2000.

A wage model consisted of job evaluation employee characteristics and job performance

Yıl 2018, Cilt: 24 Sayı: 4, 720 - 729, 17.08.2018

Öz

Although
several substantial attempts, there is still a lack of research investigating
of how employee characteristics and performance are integrated into a wage
structure. In this study, it is intended to develop a salary model that creates
a wage level from overall score consisting of job evaluation, employee
characteristics and job performance in order to ensure wage fairness and also
enhance employee’ satisfaction. In the first phase, a point factor job
evaluation system including sixteen factors was adapted to determine the job
scores of the white-collar jobs within a company. The score generates a basic
payment. There will be extra pay for the staff who are well educated and
experienced for the job. A method producing a score from employee
characteristics in terms of “education” and “experience” factors was developed.
Job performance was measured with how an employee achieves the task activities
for eleven job evaluation factors. These three components were integrated to a
composite score to translate a wage
level. The system was implemented in a middle sized manufacturing company for
white-collar jobs. The results indicated that the job point has significantly
greater influence on wage level.

Kaynakça

  • Conyon M, Peck S, Read, L. “Performance pay and corporate structure in UK firms”. European Management Journal, 19(1), 73-82, 2001.
  • Ahmed NU. “An analytic technique to develop factor weights in job evaluation”. The Mid-Atlantic Journal of Business, 25(5), 1-6, 1989.
  • Gupta S, Chakraborty M. “Job evaluation in fuzzy environment”. Fuzzy Sets and Systems, 100, 71-76, 1998.
  • Hahn DC, Depboye RL. “Effects of training and information on the accuracy and reliability of job evaluations”. Journal of Applied Psychology, 73(2), 146-153, 1988.
  • Das B, Garcia-Diaz A. “Factor selection guidelines for job evaluation: A computerized statistical procedure”. Computers and Industrial Engineering, 40, 259-272, 2001.
  • Wilde E. “A job evaluation case history”. Work Study, 41(2), 6-11, 1992.
  • Dohmen TJ. “Performance, seniority, and wages: formal salary systems and individual earnings profiles”. Labour Economics, 11(6), 741-763, 2004.
  • Waldman DA, Spanglar WD. “Putting together the pieces: A closer look at the determinants of job performance”. Human Performance, 2(1), 29-59, 1989.
  • Heneman RL. “The changing nature of pay systems and the need for new midrange theories of pay”. Human Resource Management Review, 10(3), 245-247, 2000.
  • Morgeson FP, Campion MA, Maertz CP. “Understanding pay satisfaction: The limits of a compensation system implementation”. Journal of Business and Psychology, 16(1), 133-149, 2001.
  • Weinberger TE. “Determining the relative importance of compensable factors: The application of dominance analysis to job evaluation”. Compensation and Benefits Management, 11(2), 17-23, 1995.
  • Charnes A, Cooper WW, Ferguson RO. “Optimal estimation of executive compensation by linear programming”. Management Science, 1(1), 138-151, 1955.
  • Gupta JND, Ahmed NU. “A goal programming approach to job evaluation”. Computers and Engineering, 14(2), 147-152, 1988.
  • Kutlu AC, Ekmekçioğlu M, Kahraman C. “A fuzzy multi-criteria approach to point-factor method for job evaluation”. Journal of Intelligent & Fuzzy Systems, 25(3), 659-671, 2013.
  • Pittel M. “Recalibrating point factor job evaluation plans to reflect labor market pay levels”. Workspan, 42(10), 29-33, 1999.
  • Kahya E. “Metal iş kolunda bir işletme için işdeğerleme sisteminin geliştirilmesi”. Endüstri Mühendisliği Dergisi, 17(4), 2-21, 2006.
  • Dağdeviren M, Akay D, Kurt M. “İş değerlendirme sürecinde analitic hiyerarşi prosesi ve uygulaması”. Gazi Üniversitesi Mühendislik Mimarlık Fakültesi Dergisi, 19(2), 100-105, 2004.
  • Kahya E. “Revising the metal industry job evaluation system for blue-collar jobs”. Compensation & Benefits Review. 38(6), 49-63, 2006.
  • Kutlu AC, Behret H, Kahraman C. “A fuzzy inference sysrtem for multiple criteria job evaluation using fuzzy AHP”. Journal of Multiple-Volued Logic&Soft Computing, 23(1/2), 113-133, 2014.
  • Kareem B, Oke PK, Atetedaye AF, Lawal AS. “Development of a point rating model for job-manpower evaluation in an organization”. Journal of Applied Mathematics & Bioinformatics, 1(1), 195-206, 2011.
  • Shunkun Y, Hong T. “Application of point method in job evaluation”. IEEE Conference Publications of the International Conference on Management and Service Science (MASS), China, 12-14 August 2011.
  • Chen LF, Jiang WD. “Managerial job evaluation based on point-factor method and IAHP in enterprises”. Soft Science, 11(4), 100-105, 2011.
  • Dogan A, Onder E, Demir R. “Assessment Turkish HR professionals on determining the importance of factors in point factor as a method of job evaluation”. European Journal of Business and Management, 6(29), 1-13, 2014.
  • Sun X, Luo N. “Stıdy on the effectiveness of point-factor job evaluation system in operation position”. Communiciation in Information Science and Management Engineering, 3(3), 154-160, 2013.
  • Olson CA, Schwab DP, Rau BL. “The effects of local market conditions on two pay-setting systems in the federal sector”. Industrial&Labor Relations Review, 53(2), 272-289, 2000.
  • Rotundo M, Sackett PR. “Specific versus general skills and abilities: A job level examination of relationships with wage”. Journal of Occupational and Organizational Psychology, 77, 127-148, 2004.
  • Bender AF, Pigeyre F. “Job evaluation and gender pay equity: a French example”. Equality, Diversity and Inclusion: An International Journal, 36(45), 267-279, 2016.
  • Sandberg PK. “Intertwining gender inequities and gender-neutral legitimacy in job evaluation and performance-related pay”. Gender, Work & Organization, 24(2), 156-170.
  • Chang I-W, Kleiner H. “How to conduct job analysis effectively”. Management Research News, 25(3), 73-81, 2002.
  • Metal Sanayii İş Gruplandırma Sistemi, MESS, Ankara, Turkey, 1996.
  • Robst J. “Career mobility, job match, and overeducation”. Eastern Economic Journal, 21(4), 539-550, 1995.
  • Büchel F. “The effects of overeducation on productivity in Germany-the firms' viewpoint”. Economics of Education Review, 21(3), 263-275, 2002.
  • Verdugo RR, Verdugo NT. “The impact of surplus schooling on earnings”. The Journal of Human Resources, 24(4), 629-643, 1989.
  • Chevalier A. “Measuring over-education”. Economica, 70(279), 509-531, 2003.
  • Battu H, Belfield C, Sloane P. “The extent and effects of over-education”. Quality Focus, 4(1), 39-45, 2000.
  • Bulmahn G, Kräkel M. “Overeducated workers as an insurance device”. Labour, 16(2), 383-402, 2002.
  • Peiró JM, Agut S, Grau R. “The relationship between overeducation and job satisfaction among young Spanish workers: The role of salary, contract of employment, and work experience”. Journal of Applied Social Psychology, 40(3), 666-689, 2010.
  • Li IW, Miller PW. “Overeducation and earnings in the Australian graduate labour market: an application of the Vahey model”. Education Economics, 23(1), 63-83, 2015.
  • Sánchez-Sánchez N, McGuinness S. “Decomposing the impact of overeducation and overskilling on earnings and job satisfaction: an analyssi using REFLEX data”. Education Economics, 23(4), 419-432, 2015.
  • Salahodjaev R. “Is more always good? Over-education, job satisfaction and wages on the Czech labor market”. Society and Economy, 37(3), 403-414, 2015.
  • Verhaest D, Verhofstadt E. “Overeducation and job satisfaction: the role of job demands and control”. International Journal of Manpower, 37(3), 456-473, 2016.
  • Voßemer J, Schuck B. “Better overeducation than unemployed? The short-and long- Term effects of an overeducated labour market re-entry”. European Sociological Review, 32(2) ,251-265, 2016.
  • Felli L, Harris C. “Learning, wage dynamics, and firm-specific human capital”. Journal of Political Economy, 104(4), 838-868, 1996.
  • Altonji J, Williams N. “Do wages rise with job seniority? A reassessment”. Industrial and Labor Relations Review, 58(3), 370-397, 2005.
  • Borman WC, Motowidlo SJ. Expanding the Criterion Domain to Include Elements of Contextual Performance. Editors: Schmitt N, Borman WC. Personnel Selection in Organizations, San Francisco, USA, Jossey-Bass, 1993.
  • Van Scotter JR. “Relationships of task performance and contextual performance with turnover, job satisfaction, and affective commitment”. Human Resource Management Review, 10(1), 79-95, 2000.
  • Young M, Selto F. “Implementing performance measures and new management and manufacturing practices in a just-in-time manufacturing environment”. Journal of Management Accounting Research, Fall, 300-326, 1993.
  • Awasthi VN, Chow CW, Wu A. “Cross-cultural differences in the behavioral consequences of imposing performance evaluation and reward systems: An experimental investigation”. The International Journal of Accounting, 36(3), 291-309, 2001.
  • Viswesvaran C, Ones D S. “Perspectives on models of job performance”. International Journal of Selection and Assessment, 8(4), 216-226, 2000.
Toplam 49 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Mühendislik
Bölüm Makale
Yazarlar

Emin Kahya 0000-0001-9763-2714

Yayımlanma Tarihi 17 Ağustos 2018
Yayımlandığı Sayı Yıl 2018 Cilt: 24 Sayı: 4

Kaynak Göster

APA Kahya, E. (2018). A wage model consisted of job evaluation employee characteristics and job performance. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi, 24(4), 720-729.
AMA Kahya E. A wage model consisted of job evaluation employee characteristics and job performance. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi. Ağustos 2018;24(4):720-729.
Chicago Kahya, Emin. “A Wage Model Consisted of Job Evaluation Employee Characteristics and Job Performance”. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi 24, sy. 4 (Ağustos 2018): 720-29.
EndNote Kahya E (01 Ağustos 2018) A wage model consisted of job evaluation employee characteristics and job performance. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi 24 4 720–729.
IEEE E. Kahya, “A wage model consisted of job evaluation employee characteristics and job performance”, Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi, c. 24, sy. 4, ss. 720–729, 2018.
ISNAD Kahya, Emin. “A Wage Model Consisted of Job Evaluation Employee Characteristics and Job Performance”. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi 24/4 (Ağustos 2018), 720-729.
JAMA Kahya E. A wage model consisted of job evaluation employee characteristics and job performance. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi. 2018;24:720–729.
MLA Kahya, Emin. “A Wage Model Consisted of Job Evaluation Employee Characteristics and Job Performance”. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi, c. 24, sy. 4, 2018, ss. 720-9.
Vancouver Kahya E. A wage model consisted of job evaluation employee characteristics and job performance. Pamukkale Üniversitesi Mühendislik Bilimleri Dergisi. 2018;24(4):720-9.





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