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Article
Publication date: 16 October 2019

Ibrahim Amin

The study seeks to analyze concepts of “career grades” and “job grading,” to highlight their importance and objectives for the efficiency of administrative systems. In…

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1763

Abstract

Purpose

The study seeks to analyze concepts of “career grades” and “job grading,” to highlight their importance and objectives for the efficiency of administrative systems. In addition, it identifies the international standards that can be used to draw grading systems. It explores the most important types of grade structures. It also clarifies grading systems in the Egyptian administrative system. It indicates some methods that can be considered a form of career progression.

Design/methodology/approach

The study employs descriptive, analytical, as well as, legal approaches; it analyzes the information given in the study in terms of relevant legal texts.

Findings

The study identifies precise definitions of both career grades and job grading, referring to these concepts in the Egyptian administrative system. It also suggests that there is no ideal hierarchy to be applied in all administrative systems. Therefore, the study provides some criteria that help to form the appropriate grade structure for each system.

Originality/value

The study analyses some literature on “job grading,” its objectives, its criteria and its main types, presenting an integrated framework that can be used to develop career-structure systems. Finally, the study identifies some methods that can be considered as a means of grading.

Details

Review of Economics and Political Science, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2356-9980

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Article
Publication date: 1 February 1992

Edwin Wilde

Reports on a job evaluation service provided for a national firm ofwholesalers. Discusses how consultants were retained to establish anobjective grading structure; devise…

Abstract

Reports on a job evaluation service provided for a national firm of wholesalers. Discusses how consultants were retained to establish an objective grading structure; devise an appropriate salary scale; introduce a means of rewarding merit; calculate the costs of the change‐over; and finally recommend a programme of implementation.

Details

Work Study, vol. 41 no. 2
Type: Research Article
ISSN: 0043-8022

Keywords

Content available
Article
Publication date: 16 August 2021

Suzan Abd El Moneim El Balshy and Mamdouh Ismael

This paper aims to present a theoretical framework which reveals the relationship between job evaluation (JE) and the development of fair wage structure from the…

Abstract

Purpose

This paper aims to present a theoretical framework which reveals the relationship between job evaluation (JE) and the development of fair wage structure from the organizational justice (OJ) perspective. It focuses on analyzing the dimensions of job-based pay structure and the use of multifaceted construct of OJ (procedures, distribution and interaction) to determine how the perceived justice of JE's multi-levels construct contributes to achieve the fairness of wage structure.

Design/methodology/approach

This paper adopts an analytical descriptive approach in terms of explaining the perspectives and viewpoints related to the analysis. This paper is based on examining a theoretical framework provided by the authors based on a theoretical review of literature and a set of empirical evidences.

Findings

The design of a hierarchical wage structure counts on the multidimensional approach of JE which consists of three dimensions (processes, outcomes and social system). In addition, the determination of wage structure fairness is dependent on the assessment of the perceived justice of: JE's procedures, wages distribution and management's treatment with its employees.

Originality/value

This study provides a new theoretical contribution in studying the relationship between JE and the design of fair wage structure. This contribution can be regarded as a theoretical foundation for conducting some empirical and comparative studies in the future. The study affords directive mechanisms to policymakers in order to enhance the fairness of the wage structure across the state.

Details

Journal of Humanities and Applied Social Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2632-279X

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Article
Publication date: 1 June 1970

K. BOODSON

Youhave heard two papers on different aspects of training in library and information units. The object of training must be to enable the individual to make a more…

Abstract

Youhave heard two papers on different aspects of training in library and information units. The object of training must be to enable the individual to make a more effective contribution to the total effort of the unit; it is logical to look beyond, to the impact of training and development, to the recognition of the result of greater effectiveness, and to the question of incentive and promotion. This is the purpose of this paper, to consider some aspects of these matters, and particularly the possibility of grading and assessment of library work, and their relation to staff recruitment, incentive, and promotion. It is proposed to look generally at principles of job evaluation for non‐manual work, to examine what special requirements there might be in the assessment of library and information staffs, and to outline the provisions of a scheme which could meet these requirements.

Details

Aslib Proceedings, vol. 22 no. 6
Type: Research Article
ISSN: 0001-253X

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Article
Publication date: 1 July 1977

John S. Evans

A striking feature of Jaques' work is his “no nonsense” attitude to the “manager‐subordinate” relationship. His blunt account of the origins of this relationship seems at…

Abstract

A striking feature of Jaques' work is his “no nonsense” attitude to the “manager‐subordinate” relationship. His blunt account of the origins of this relationship seems at first sight to place him in the legalistic “principles of management” camp rather than in the ranks of the subtler “people centred” schools. We shall see before long how misleading such first impressions can be, for Jaques is not making simplistic assumptions about the human psyche. But he certainly sees no point in agonising over the mechanism of association which brings organisations and work‐groups into being when the facts of life are perfectly straightforward and there is no need to be squeamish about them.

Details

Management Decision, vol. 15 no. 7/8
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 16 May 2016

Anne-Francoise Bender and Frederique Pigeyre

Despite significant anti-discrimination laws in most countries, gender pay gap still remains a substantial concern. The notion of comparable worth has been promoted for…

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1857

Abstract

Purpose

Despite significant anti-discrimination laws in most countries, gender pay gap still remains a substantial concern. The notion of comparable worth has been promoted for several years by the ILO and a few countries to fight against relatively lower female salaries. The purpose of this paper is to review the rationales for comparable worth and explain how gender biases, generally involved in traditional job evaluation, can be prevented.

Design/methodology/approach

To do this, after reviewing the motives, logics and three major applications of comparable worth logics in pay equity policies, the authors expose an analysis of a French sectorial job classification that the authors carried out as experts for establishing a French Equality Ombudsman’s guide.

Findings

The findings show how the redundancy and definition of job evaluation criteria, along with the weighting system, contributes to undervaluation of clerks jobs, predominantly held by women. The authors also highlight the main recommendations of the guide to prevent gender bias in job evaluation, that are derived from this case study, among others. The authors conclude on the difficulties of implementing comparable worth in France, in a period of long lasting economic crisis and of weak union power.

Research limitations/implications

The paper is based on a single case study, conducted for policy actors. It was not conducted at first for academic research purposes, and may thus have some methodological limitations. The implications of the research are, however, important at academic level – highlighting the persistence of gender bias – and at policy level, as it provides recommendations for negotiators.

Practical implications

The guide originally aimed at giving guidelines and “good practices” in order to prevent gender discrimination in job evaluation.

Social implications

The paper draws attention to the importance and difficulty of undergoing such classification changes in times of economic crisis. Stronger legal action seems necessary.

Originality/value

This experience is the first of its kind – promoted by the Ombudsman – in France. It has never been related in an academic journal as far as the authors know.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 4
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 1 April 1997

Janet Druker and Geoff White

Reviews reward management practice in the construction industry, based on a postal survey of larger construction firms. The research results provide little evidence of…

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10259

Abstract

Reviews reward management practice in the construction industry, based on a postal survey of larger construction firms. The research results provide little evidence of thorough‐going use of reward management to encourage and reinforce organizational change. Collective agreements survive for manual employees. Non‐manual employees are loosely grouped in broad‐banded grading structures with significant scope for managerial discretion in the treatment of individual salaries. However, there is little evidence of developed performance management systems. The absence of more formalized reward systems may provide a short‐term benefit in allowing considerable flexibility but may have negative implications for long‐term productivity, the control of wage costs and the availability of skills. Given the uneven gender balance, existing pay systems could also give rise to claims for equal pay.

Details

Employee Relations, vol. 19 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 1 May 1988

Joyce McNally and Sylvia Shimmin

How useful is the procedure used to identify work of equal value between the jobs of men and women?

Abstract

How useful is the procedure used to identify work of equal value between the jobs of men and women?

Details

Management Decision, vol. 26 no. 5
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 1 April 1977

Colin Gill, R.S. Morris and Jack Eaton

There is a substantial literature describing the various methods of job evaluation, all of which are essentially concerned to rank different jobs in a pay hierarchy…

Abstract

There is a substantial literature describing the various methods of job evaluation, all of which are essentially concerned to rank different jobs in a pay hierarchy according to rational criteria. Also, the aims and effectiveness of job evaluation schemes in terms of labour cost containment and as an aid to economic growth have been extensively discussed and evaluated. Moreover, in an era of incomes policies and the relative decline of industrywide bargaining, commentators have explored the feasibility of national job evaluation or alternative procedures for the consolidation of consistent acceptable differentials or ‘relativities’ between different work groups and industries at the level of the economy.

Details

Personnel Review, vol. 6 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 March 1985

The UK's Department of Employment latest Research Paper (No. 43) is entitled “Part‐time employment and sex discrimination legislation in Great Britain” and is written by…

Abstract

The UK's Department of Employment latest Research Paper (No. 43) is entitled “Part‐time employment and sex discrimination legislation in Great Britain” and is written by Olive Robinson and John Wallace.

Details

Equal Opportunities International, vol. 4 no. 3
Type: Research Article
ISSN: 0261-0159

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