İş değerlemesi kişisel özellikler ve iş performansından oluşan bir maaş modeli

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

Emin Kahya

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.

Anahtar Kelimeler

Maaş modeli, İş değerlemesi, İş analizi, Eğitim, Deneyim, İş performansı, Ödül

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

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.

Anahtar Kelimeler

Wage model, Job evaluation, Job analysis, Education, Experience, Job performance, Reward

Kaynakça

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