A fuzzy multi-criteria approach to point-factor method for job evaluation

Kutlu, Ahmet Can; Ekmekçioğlu, Mehmet; Kahraman, Cengiz

doi:10.3233/ifs-120673

Cited by 12 publications

(10 citation statements)

References 30 publications

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“…The most important disadvantage of these models is that they ignore the definitions of the levels while obtaining the level weights. Another disadvantage of these methods in the difficulty to define constraints as many as the number of jobs and variables as many as the number of factors [14]. Das and Garcia-Diaz [5] develop a computerized statistical method based on the central distribution and correlation measures.…”

Section: Job Evaluationmentioning

confidence: 99%

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

Kahya¹

2018

Pamukkale J Eng Sci

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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. 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.

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Section: Job Evaluationmentioning

confidence: 99%

“…They showed that the results of their analysis were close to the choices of the decision makers. Kutlu et al [14] and Kutlu et al [19] proposed a multi-criteria fuzzy approach for the job evaluation problem.…”

Section: Job Evaluationmentioning

confidence: 99%

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

Kahya¹

2018

Pamukkale J Eng Sci

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“…Job evaluation has been commonly used to establish a foundation for developing a fair wage structure and sustaining internal equity [ 2 ]. Specifically, job evaluation refers to a method for systematically determining the relative internal value of different jobs in an organization [ 2 – 4 ]. It can be used to design a fair payroll structure by comparing the relative similarities and differences in the content and the value of jobs.…”

Section: Introductionmentioning

confidence: 99%

“…The point-factor approach evaluates each position’s value through a set of compensable factors. These factors refer to the specific characteristics of the positions that contribute to the fulfilment of an organization’s strategy and objectives, and they are typically categorized as skills, responsibilities, effort and working conditions [ 4 , 8 , 9 ]. In this method, there is a scale defined by a number of levels for each of the factors, and each level is associated with a certain point value.…”

Section: Introductionmentioning

confidence: 99%

Development and validation of an instrument in job evaluation factors of physicians in public hospitals in Beijing, China

et al. 2021

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Background Job evaluation has been widely used to establish a foundation for internal equity and other human resource functions. The United Kingdom adopts the National Health Service (NHS) Job Evaluation scheme to determine the pay bands for most NHS staff and ensure equal pay for work of equal value. The challenges of recruiting and retaining physicians in Chinese public hospitals have heightened the need for a reliable job evaluation system to ensure the equality of physician compensation. The aim of this study was to construct job evaluation factors of physicians in Chinese public hospitals based on the NHS Job Evaluation scheme and to examine the reliability and validity of the established system. Methods Questionnaire surveys and statistical analyses were used to determine the job evaluation factors for physicians. The preliminary screening of the evaluation factors was based on a literature review, focused interviews with physicians and the Delphi method. Based on the results of preliminary screening, a questionnaire with 25 factors was designed to survey physicians regarding the importance of each factor in physician job evaluation. After the pretest, final questionnaire data were collected from 900 physicians by adopting a stratified sampling from 6 tertiary public hospitals in Beijing. A principal component analysis was used for factor extraction and structural validity analysis. The reliability was determined using Cronbach’s alpha. Results The results of the principal component analysis showed that the 25 physician job evaluation factors were grouped into the 5 dimensions of Task Characteristics, Knowledge, Responsibility, Effort/Environment, and Skills. The Cronbach’s alpha coefficients of the five dimensions ranged from 0.841 to 0.909, which indicated a high level of reliability. The result of the factor analysis indicated fair structural validity. The content validity was established by building onto the NHS Job Evaluation scheme and other well-established job evaluation systems. Conclusions Our study indicates that the Chinese version of physician job evaluation is an instrument with fair reliability and validity, which fully reflects the characteristics of physicians in Chinese public hospitals. This system can provide an important basis for developing a physician compensation plan and ensuring internal equity in healthcare organizations.

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“…İş değerleme, işlerin analiz edilerek tanımlanması ve birtakım kriterlere dayalı olarak işlerin zorluk ve önem ağırlıklarının şeffaf ve sistematik bir şekilde belirlenmesi şeklinde tanımlanmaktadır (Aydın, 1983). İş değerleme ile ilgili çalışmalarsa, ağırlıklı olarak, işlerin en etkili hangi teknikle daha doğru değerlendirilebileceğinin belirlenmesine yönelik olarak yürütülmektedir (Kutlu, Ekmekçioğlu ve Kahraman, 2013;Leonard, 2011;Raju, 1998;Nistor, 2012;Sun ve Luo, 2013).…”

Section: Introductionunclassified

Düşünce Tarzlarına Dayalı Kalite Fonksiyon Göçerimi Aracılığıyla Hizmet İşletmelerine Yönelik Bir İş Değerleme Uygulaması (An Application of Job Evaluation for Service Businesses Through Thinking Styles-Based Quality Function Deployment)

Erbaş¹

2016

isader

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Ödeme ve teşvik sistemlerinin etkili ve adaletli bir şekilde belirlenmesi, çalışanların iş tatmini, bağlılıkları ve performansları gibi birçok iş çıktıları üzerinde etkili olmaktadır. Bu çalışmanın temel amacı, eşit işe eşit ücret felsefesini gerçekleştirmeyi amaçlayan iş değerleme tekniklerinin hizmet endüstrisinde etkili bir şekilde uygulanabilirliğinin araştırılması ve bu bağlamda bir iş değerleme tekniğinin önerilmesidir. Bu amaçla beş yıldızı bir otel işletmesi örneğinde çalışma yapılmış ve önerilen tekniğin hizmet işletmelerinde sağlayabileceği avantajlar tartışılmıştır. Kalite fonksiyon göçerimi ve düşünce tarzlarının birarada kullanılması ile 10 farklı işin değerlemesinin yapıldığı çalışma sonucunda, kanun koyucu, idareci ve hiyerarşik düşünce tarzlarını gerektiren işlerin daha değerli olduğu tespit edilmiş ve bu değerleri ifade eden ve Kalite Evi'nden elde edilen ağırlıkların ödeme ve teşvik sistemlerinde esas alınabilecek katsayılar olarak değerlendirilebileceği ifade edilmiştir. Anahtar Kelimeler: İş Değerleme, Düşünce Tarzları, Kalite Fonksiyon Göçerimi. Absract Efficiency and fairness in the payment and incentive systems is known to be effective on the job outcomes such as employee satisfaction, loyalty and performance. The main purpose of this study is to search for the applicability of job evaluation techniques, which has the philosophy of equal pay for equal work, in service industry influentially, then to propose a job evaluation technique for service organizations. With this purpose, a five star hotel case is used to illustrate to discuss the advantages of the propoed approach. At the end of evaluation of ten different jobs through the combination of quality function deployment and thinking styles of employees, jobs that require legislative, executive and hierarchic thinking styles were determined as the most valuable jobs relaive to the compared ones. The relative weights in the house of quality were mentioned to be used as ratio when determining the payments and intentives.

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A fuzzy multi-criteria approach to point-factor method for job evaluation

Cited by 12 publications

References 30 publications

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

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

Development and validation of an instrument in job evaluation factors of physicians in public hospitals in Beijing, China

Düşünce Tarzlarına Dayalı Kalite Fonksiyon Göçerimi Aracılığıyla Hizmet İşletmelerine Yönelik Bir İş Değerleme Uygulaması (An Application of Job Evaluation for Service Businesses Through Thinking Styles-Based Quality Function Deployment)

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