Factor selection guidelines for job evaluation: A computerized statistical procedure

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

“…The relationship levels of the factors with each other were obtained by the correlation matrix. Das and Garcia-Diaz (2001) develop a computerized statistical method based on the central distribution and correlation measures in order to obtain the factor weights [15]. The factors which have low effects or measure the same function can be determined and removed from the system by applying four statistical tests proposed in this study.…”

“…Job evaluation which has a purpose of eliminating the pay inequalities [19] is performed for determination of the relative worth of jobs to sustain equity in a compensation system [15]. Spyridakos et al (2001) classify the main characteristics of the job evaluation system as providing a rational framework for planning and establishing a fair waging structure, allowing job relation management within the organization and helping the definition of the waging analogies that are correlated to the corresponding work (equal payment for equal work) [39].…”

“…This method found a widespread usage in industry for its reliability in generating approved results [15]. In the point-factor job evaluation method, when the worth of a job is determined, it is possible to express the value of the job in monetary terms.…”

A revision of a job evaluation system

“…The point job evaluation method, where jobs rate on a set of factors, is the most popular and perhaps most easily understandable of the methods. It is widely used in industry because of its reliability in producing accurate results (Das & Garcia-Diaz 2001). The point method is based on four areas (main factors): skill, responsibility, effort and working conditions.…”

“…These methods are more appropriate when the decision-maker has no clear preference over the different factors. Pittel (1999) and Das and Garcia-Diaz (2001) intended to determine the factor weights by using the results of regression analysis with market pay level. Recently, studies have examined the validity and effect of the job evaluation system used on wages (see, for example, Collins & Muchinsky 1993, Chen et al 1999, Rutt & Doverspike 1999, Olson et al 2000, Welbourne & Trevor 2000, Arnault et al 2001, Morgeson et al 2001, Rotundo & Sackett 2004.…”