Abstract
Structuring an accurate wage management system is one the most important steps in managerial activities of human resource management. This is based on job evaluation which is used to determine the relative importance of each job in a company. Job evaluation can be defined as a multi-criteria decision making problem. However, the evaluation processes, being subject to the diversity of managers’ assessment are often resulting in pay inequity. This outcome can be circumvented by utilizing a fuzzy job evaluation system. In this study, Analytic Hierarchy Process (AHP) is used to evaluate the specific criteria and fuzzy wage brackets are evaluated by Fuzzy Regression Analysis (FRA) in the steel industry.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
