Principles And Difficulties Of Remuneration And Recognition Practices

Merits of classification method

In order for companies to run effectively, they need qualified staff. The quality of work depends on the quality and compensation of its employees. Companies need to recruit the right people with the required skills in order to perform better (Bergmann & Scarpello, 2002, pp. 123-127). Companies pay workers for the job done. For them to accomplish this, they must establish a strategy to use in order to rate jobs and have fair and effective pay rate. Job evaluation is a strategy and process used to determine the value of a job as compared to other jobs within the organization. Having a job evaluation will help determine a good pay structure. Job evaluation process involves:

1. Job analysis,
2. Compensation factors,
3. Method of development,
4. Job structure,
5. Wage structure for determining facts about the job that will help have an equitable remuneration (Carver & Vondra, 1994, p. 155).

The aim of a job hierarchy is to form a basis for;

1. Pay wage structure,
2. Linking external and internal markets,
3. Allows fairness and equality in pay,
4. Incentive to workers to make them aim higher paying jobs.

Job evaluation is categorized into two methods namely; a) non-quantitative method that consists of grading and ranking and b) quantitative method that consists of factor comparison and point rating (Harding, et al., 1960, p. 200).

In this case, the non-quantitative method will be used where grading method will be used to evaluate various jobs. The method involves a committee appointed to recruit qualified applicants for the job. Job grade refers to a group of various jobs that involves the application of same skills to accomplish the task. They are developed through analysis and its importance is based on the skills, responsibilities, duties, experience knowledge and authority of the job (George & Taylor, 1957, p. 70).

• It is easily understood, operated and acceptable by most employees.
• The method takes into Consideration for all factors that a job requires e.g. the skill, experience,and knowledge of the job.
• It is an effective method for requirements of different jobs.
• The method is independentlymaking it easy to classify new jobs (Gupta & Jenkins, 1992, p. 200).

• Requirements for various jobs vary this makes it difficult for HR to put them together depending on job status.
• It is always difficult to include all grade descriptions in job advertisement and therefore some descriptions may be ignored.
• In grading,there is an exaggeration on the variation of different jobs and grades since some requirements are overstated.
• Evaluators use personal judgments where descriptions are not matching the requirements of the applicants. This may lead to biases.

• The method is used by most companies to determine an effective pay structure for its staff.
• It is useful in by the state to advertise government/public jobs(Livernash, 1957, p. 125).

Civil is an Engineering discipline dealing with construction, planning and maintaining natural and physical built environment. It consists of four departments: project, roadway, bridge and construction departments (MGGraw-Hill, 2013, pp. 225-300). The four departments have the following responsibilities:

1. To represent contractor in the field.
2. To assist in controlling projects of Engineering
3. To manage vendors’ performance.
4. To prepare, plan and forecast engineering activities to enable making budgets.
5. To ensure jobs are completed according to the plan and objectives of the company.
6. To foresee future outcomes e.g. traffic in roads and towns.
7. To design interchanges especially on busy roads to ease congestion (Rogers, 2002, pp. 244-266).

Civil Engineer4, Gs-11 (3 posts)

Basic pay: $1500

House Allowance: $ 700

Medical Allowance: $250

Pension: $ 150

Leave Allowance: Should be paid annually and should be equivalent to the Basic Salary while the Terms of Service should be Permanent. Likewise, applicants should reports tasks to project manager and direct technicians, administrative staff and engineers, technicians on the given tasks.

1. Responsibilities and Duties
2. Demonstrates knowledge of practices in designing roads and ability to perform multi-functions within the company.
3. Evaluates and adapts required technique, criteria,and procedures in the field.
4. Designs complete systems, process, project and component.
5. Performs multiple projects in the company.
6. Coordinates and plans engineering work.
7. Prepares project documents.
8. Prepares budgets for foreseen projects.
9. Attends project seminars and meetings.
10. Interacts customers, clients, contractors and other officials.
11. Conducts experiments, interprets and analyzes data.
12. Requirement for Appointment
13. Possesses a Bachelor degree in Engineering from accredited course in EAC or ABET.
14. Master’s degree will be an added advantage.
15. At least 4 years’ experience in the engineeringindustry with Professional skills to lead and organize society services.
16. Demonstrates ability to formulate and solve issues alone
17. Ability to build customers, clients and contractors relationship within the company.

Basic pay: $1000

House Allowance: $ 650

Medical Allowance: $200

Pension: $ 100

Leave Allowance should be paid annually and Equivalent to the Basic Salary

Terms of Service: Permanent

The staff reports to civil engineer and assigns jobs to technicians and administrative workers.

(a) Responsibilities and Duties

1. Develops skills and knowledge in bridge maintenance.
2. Selectsevaluates and applies necessary techniques and criteria to accomplish a given task with fewer features.
3. Uses judgment to choose methods of performing tasks.
4. Does research and analysis of a particular project.
5. Prepares project documents.
6. Determines requirements of making budgets.
7. Receives assistance on complex tasks and solutions.
8. Assists customers, official and clients on communication regarding a given tasks or meeting.

• Must possess a Bachelor degree in Engineering preferably EAC or ABET from a recognized university.
• Possesses written and oral communication skills.
• At least 3years experience in a related job.

1. Project Manager 5, Gs-12 (1 Post)

Basic Salary:   $1800

House Allowance: $ 850

Medical Allowance: $270

Pension: $ 200

Leave Allowance is paid annually equal to the Basic Salary

Terms: Permanent

The applicant reports to senior engineer and assigns jobs to civil engineers and assistant engineers.

1. Responsibilities And Duties
2. Applies extensive knowledge of practices in the field of road construction.
3. Uses advanced methods in modification and practice of disciplines to finish tasks.
4. Works on crucial jobs using complex characteristics.
5. Reviews complete documents to confirm the qualityof the project.
6. Develops and improves new products, materials, methods and processes.
7. Assists and advisetop management and workers on technical issues.
8. Supervises all employees to complete their assigned tasks.
9. Reviews schedules, budgets, scope for tasks and make necessary approvals.
10. Generates proposals for experts to generate funds for projects.
11. Receives guidance and supervision on relevant objectives, concepts,and issues (Work, 2006).
12. Requirement for Appointment
13. A Bachelor degree in Engineering from a recognized university in either EAC or ABET course
14. Master’s degree will be an added advantage
15. At least 4 years’ experience in Engineering industry with Professional skills to lead and organize society services
16. Possesses advanced written and oral communication skills to enable represent companies in conferences.
17. Must be a member of the national board, policy committee,and a national technician.

Staff Engineer 11, Gs-7 (7100posts)

Basic Salary: $850

House Allowance: $ 400

Medical Allowance: $100

Pension: $50

Leave Allowance paid annually and Equal to Basic Salary

Terms of service: contract

The applicant reports to engineer instructor and assigns jobs to engineer training and engineer intern.

Responsibilities And Duties

1. Demonstrates skills and knowledge of construction of buildings houses
2. Use techniques and procedures necessary forbuilding structures.
3. Assists in performance extra tasks like preparation of licenses, drawings, material testing and CAD works.
4. Receives assistance and supervision on difficult tasks like planning and budgeting of project
5. Interacts the public, contractors, officials and staff on company tasks and issues

1. Must present Bachelor degree in Engineering from an accredited university in ABET and EAC and must have worked as an Engineer in Training or Intern in related field.
2. Have the ability to work with the society on outreach services (Milkovich, 2008, p. 200).

Engineer Intern1, Gs-5 (50posts)

Basic Salary: $300

Terms of service: contract

1. Responsibilities and Duties
2. Acquires and develops basic skills and knowledge in the constructionof buildings.
3. Applies procedures and methods in constructing buildings.
4. Performs duties that do not require more skills or experience.
5. Acquires ethical and professional responsibilities when carrying out his duties
6. Collects and gathers information about clients, company,and projects.
7. Monitors company activities of construction.
8. Perform tasks that require analysis and computations.
9. Prepares project drawings and aids to ease planning process.
10. Under supervision on the task
11.  
12. Requirement For Appointment
13. Must have written and oral communication skills to help interact with the environment.
14. Must have a Bachelor degree in of Engineering from a recognized university in ABET and EAC).
15. Fresh from university and a member of professional body

Engineer Instructor111, Gs-7 (7100 posts)

Basic Salary: $1100

House Allowance: $ 650

Medical Allowance: $200

Demerits of classification method

Pension: $ 100

Terms of service: contract

The applicant reports to civil engineer and assigns jobs to technicians and administrative workers.

1. Have necessary skills and knowledge in bridge maintenance.
2. Selectsevaluates and applies necessary techniques and criteria to accomplish construction task.
3. Uses appropriate methods of performing tasks.
4. Does research and analysis on projects and areas that need attention.
5. Prepares daily reports on projects for future reference.
6. Determines projects that need to be worked on in order make necessary budgets.
7. Assists customers, official and clients on communication regarding a given tasks or meeting.

1. Must have a Bachelor degree in Engineering preferably EAC and ABET from an accredited course.
2. Possesses written and oral communication skills to enable interaction with customers and staff.
3. At least 3years experience.

Engineer in Training1, Gs-5 (100posts)

Basic Salary: $300

1. Responsibilities and Duties
2. Acquires and develops limited skills and knowledge in engineering tasks.
3. Collects and gathers information about the project.
4. Perform  tasks involving analysis and computation
5. Prepares plans for different projects.
6. Requirement for Appointment
7. Possesses written and oral communication skills to help interact well with employees and clients.
8. Must have a Bachelor degree in Engineering in any of the ABET or EAC from recognized institution.
9. Fresh from university.

Conclusion

Once job evaluation is complete you move to another stage of pay grading (determining pay scale for different types of jobs (Theresa & Trevor, 2000, p. 300).

 One of the methods is pay grade method where several levels are developed and each task is assigned different pay. This method is fair since every employee performing a similar task is within the scale. However, the method is and may not be appropriate in hiring the right people. The challenge to pay to grade is that there is no employee motivation to work harder (Society for Human Resource Management, 2006). They have an attitude that even if they perform better their pay levels will not change. It also increases many hierarchy levels to develop pay structure that is inappropriate for small companies. Secondly, is the going rate model where analysis for a given job is put in mind when determining compensation structure (Oflaherty, 2002, p. 333). It is affected by demand and supply of labor in the market.

Thirdly, Management fit model where each manager are involved in deciding who should be paid a certain amount of job when being hired. The challenge is there are biases and resentments within the firm. However, moral issues may occur which hinders the flow of work.

1. Skill-basedpay this where Wage pay is based on skills that a worker has and not a job
2. Competency-based pay this is based on employee characteristics especially how he will behave in future.
3. Broad banding in this method every job is assigned a particular pay category.
4. Variable pay system in this methodpay is based on achievement of goal e.g. sales people who earns commission above basic pay (George & Taylor, 1957, p. 226).

Pay structure aims at motivating employees. Before making a decision concerning pay consider the size of the firm and the expected growth. More formal pay strategies should be implemented as the organization grows. In addition, when you operate locally or overseas have a centralized strategy and communicate well to your employees about pay structure. Involve employees in designing pay by survey and questionnaire. This will help in creating transparency process thus motivating employees to perform. Organizations should constantly review their pay to ensure businesses stay within the given range (Martocchio, 2006, p. 126).

The EEOC is an act that addresses discrimination in the job, FLSA act that has exempt and non-exempt workers and protects child labor, FUTA act that pays unemployed workers and FECA act protects compensation to people with disabilities arising from accidents on the job. Apart from the factors above, HR managers need to observe the law of pay within the country and what others firms are offering to employees by carrying out a survey. HR should analyze the laws pertaining minimum wage of each person, special persons and the reward that each person is entitled to bearing in mind the factors of determining pay structure. They should have a plan, purpose, and goals to follow. They should make salary budgets that best fit the company resources. In this case, pay grade method is the best choice for every employee performing a similar task is within the scale and it is fair and equitable to workers.

References

Bergmann, T. & Scarpello, V., 2002. Compensation Decision Making. South Western: Pearson.

Carver, B. & Vondra, A., 1994. Alternative Dispute Resolution:”Why it Doesn’t Work and why it Does,”. Havard Business Review, pp. 120-129.

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George, W. & Taylor, F. C., 1957. In New Concepts in Wage Determination. New York: McGraw- Hill Irwin.

Gupta, N. & Jenkins, G., 1992. THE Politics Pay. Montreal, Pearson.

Harding, D., Madden, F. & Colson, K., 1960. Analysis of a Job Evaluation System. Applied Psychology, pp. 354-357.

Livernash, R. E., 1957. Internal Wage Structure. New York: Pearson.

Lussier, R. N. &. H. J. R., 2016. Human Resource Management: Functions, Applications, & skill development (2nd ed.), Thousand Oaks, CA: Sage Publications.

Martocchio, J., 2006. Strategic Compensation. Prentice Hall: Pearson.

MGGraw-Hill, 2013. ”Highway Engineering”. MGGraw-Hill Concise Encyclopedia of Science and Technology. New York: MGGraw Hill.

Milkovich, G., 2008. Compensation. [Online].

Oflaherty, 2002. Highway Location,Design, Construction, and Maintenance of Road Pavements. UK: Oxford 4th edition.

Reynolds, P., 2015. Workforce Management Essentials. London, UK: Sage.

Rogers, M., 2002. Highway Engineering. UK: Oxford.

Theresa, M. & Trevor, C. O., 2000. The Roles of Departmental And Position Power in Job Evaluation. Academy of Management, pp. 761-771.