Job Evaluation and Remuneration Strategies.

Written for personnel professionals and interested line managers, this book demystifies the two core technical disciplines of remuneration management: job evaluation and salary structure design. Rather than offering ready-made answers or pay policy prescriptions, it teaches the underlying mechanics—how to describe and analyze jobs, how to apply and compare major commercial evaluation methods (Hay Guide Charts, Towers Perrin Framework, Watson Wyatt EFP), how to build salary scales with proper mathematical relationships, and how to make sense of external salary surveys. It progresses from the rigid traditional salary scale to flexible open-scale systems, performance-related pay, job family matrices, and a fully integrated career remuneration model. By grounding every technique in worked examples (a secretary and a head of personnel), the book equips readers to enter meaningful discussions with consultants, ensure legal compliance with equal-pay requirements, and build pay systems that employees perceive as fair while supporting the organisation's rationale, design, and quality of working life.

What it argues

A framework model linking design levers (evaluation method choice, procedures, communication, salary structure design, performance pay) and contextual conditions (business characteristics, labour market) through psychological and behavioral states (perceived fairness, acceptance, transparency) to outcomes (competitiveness, cost control, employee commitment).

Key ideas it contributes

• Job Evaluation Method Choice — The selected technique (analytical point-factor or reasoned-comparison) used to systematically weigh jobs and establish their relative value.
• Procedures and Appeal Quality — The clarity and completeness of documented processes for conducting evaluations and handling appeals.
• Communication and Training Effort — The extent and quality of information and training given to stakeholders about the evaluation.
• Business Characteristics Clarity — The degree to which the organisation's rationale, design, and interrelationships are documented as a basis for evaluation.
• Job Description Quality — The accuracy, uniformity, and appropriateness of job documents capturing purpose, place, and accountabilities independent of the person.
• Salary Structure Design — The coherent set of mathematically related salary amounts governing internal pay relationships.
• Salary Structure Flexibility — The extent to which the pay system permits adaptable placement and adjustment of salaries.
• Performance-Related Pay Design — The design linking assessed individual performance to monetary reward via defined levels.