O tema central desta dissertação refere-se à "análise de métodos de avaliação de cargos como apoio à definição de sistemas de remuneração numa empresa do setor calçadista do Vale do Rio dos Sinos". A questão está particularizada numa empresa do Setor Calçadista do Vale do Rio dos Sinos - a Czarina S.A. - onde foi efetuado um levantamento da situação atual dos sistemas de remuneração. Após o levantamento das informações pertinentes e com base na revisão da literatura, pôde-se propor as etapas para o processo de avaliação de cargos, de forma a servir de subsidio para implementar uma estrutura salarial justa e equilibrada. Uma solução especifica para uma empresa não pode ser generalizada sem adaptações, porém espera-se que este trabalho possa ser útil para outras empresas do setor. Para melhor compreensão das etapas do presente trabalho e sistematização dos resultados, estruturou-se a presente dissertação do seguinte modo: a sessão inicial contém a introdução com a problemática, além da justificativa e dos objetivos da dissertação; no primeiro capitulo tecemos considerações sobre a evolução do setor coureiro/calçadista no Rio Grande do Sul; o segundo capitulo trata das teorias administrativas e a remuneração; no terceiro capitulo esclarecemos o papel da avaliação de cargos como base para os sistemas de remuneração, enquanto que no quarto capitulo relatamos a aplicação da avaliação de cargos numa empresa do setor calçadista; o trabalho encerra-se apresentando no quinto capitulo algumas considerações sobre a questão da remuneração e o uso de avaliação de cargos. / The central theme of this dissertation is concerned with the analysis of job evaluation methods as a basis for the definition of a remuneration system for a shoe manufacturing company belonging to the Vale do Rio dos Sinos. The approach presented here is particularly focused on Czarina S.A., a shoe manufacturing company located in the Vale do Rio dos Sinos, in which a survey of its present remuneration system was conducted. After the survey of relevant data and based on a bibliographical review, the stages for the adoption of a job evaluation process were proposed, so as to serve as a basis for the implementation of a fair, balanced salary structure. A solution designed for a specific company cannot be generalized without some adaptation. Nevertheless, we hope this work may be useful for other similar companies. For a better understanding of the steps of the present work and for the systematization of results, the following structure was adopted in this study: the opening section introduces the theme and the problems related to it, as well as the justification and goals of this dissertation; the first chapter consists of considerations about the evolution of the leather shoe industry in Rio Grande do Sul; the second chapter deals with the management theories and remuneration; in the third chapter we clarify the role of job evaluation as a basis for remuneration systems, while the fourth chapter reports the application of job evaluation to a shoe manufacturing company; finally the fifth chapter consists of remarks on the remuneration issue and on the use of job evaluation.

The thesis aims to evaluate the characteristics and management of human resources in the selected company, an assessment of personnel activities and propose changes to the framework for improving activities in human resource management and enhancing business competitiveness.

O tema central desta dissertação refere-se à "análise de métodos de avaliação de cargos como apoio à definição de sistemas de remuneração numa empresa do setor calçadista do Vale do Rio dos Sinos". A questão está particularizada numa empresa do Setor Calçadista do Vale do Rio dos Sinos - a Czarina S.A. - onde foi efetuado um levantamento da situação atual dos sistemas de remuneração. Após o levantamento das informações pertinentes e com base na revisão da literatura, pôde-se propor as etapas para o processo de avaliação de cargos, de forma a servir de subsidio para implementar uma estrutura salarial justa e equilibrada. Uma solução especifica para uma empresa não pode ser generalizada sem adaptações, porém espera-se que este trabalho possa ser útil para outras empresas do setor. Para melhor compreensão das etapas do presente trabalho e sistematização dos resultados, estruturou-se a presente dissertação do seguinte modo: a sessão inicial contém a introdução com a problemática, além da justificativa e dos objetivos da dissertação; no primeiro capitulo tecemos considerações sobre a evolução do setor coureiro/calçadista no Rio Grande do Sul; o segundo capitulo trata das teorias administrativas e a remuneração; no terceiro capitulo esclarecemos o papel da avaliação de cargos como base para os sistemas de remuneração, enquanto que no quarto capitulo relatamos a aplicação da avaliação de cargos numa empresa do setor calçadista; o trabalho encerra-se apresentando no quinto capitulo algumas considerações sobre a questão da remuneração e o uso de avaliação de cargos. / The central theme of this dissertation is concerned with the analysis of job evaluation methods as a basis for the definition of a remuneration system for a shoe manufacturing company belonging to the Vale do Rio dos Sinos. The approach presented here is particularly focused on Czarina S.A., a shoe manufacturing company located in the Vale do Rio dos Sinos, in which a survey of its present remuneration system was conducted. After the survey of relevant data and based on a bibliographical review, the stages for the adoption of a job evaluation process were proposed, so as to serve as a basis for the implementation of a fair, balanced salary structure. A solution designed for a specific company cannot be generalized without some adaptation. Nevertheless, we hope this work may be useful for other similar companies. For a better understanding of the steps of the present work and for the systematization of results, the following structure was adopted in this study: the opening section introduces the theme and the problems related to it, as well as the justification and goals of this dissertation; the first chapter consists of considerations about the evolution of the leather shoe industry in Rio Grande do Sul; the second chapter deals with the management theories and remuneration; in the third chapter we clarify the role of job evaluation as a basis for remuneration systems, while the fourth chapter reports the application of job evaluation to a shoe manufacturing company; finally the fifth chapter consists of remarks on the remuneration issue and on the use of job evaluation.

The introduced diploma thesis deals with the issue of evalution and reward system in a particular company XY s.r.o. The theoretical part is focused on job evalution, remuneration and benefits. The practical part is aimed at the analysis of the payroll system which is supplemented by my own observations and opinions of employees. The goal is to suggest changes in the evaluation and reward system which will lead to productivity increase while minimizing costs.

Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.

El presente trabajo de investigación tiene como propósito hacer una propuesta para la implementación de un sistema de valoración de puestos alineado a la Ley 30709, Ley que prohíbe la discriminación remunerativa entre varones y mujeres, en una empresa de tecnología de información. La propuesta utiliza las pautas que el Ministerio de Trabajo y Promoción del Empleo (MTPE) sugiere para implementar las medidas de igualdad salarial dentro de las organizaciones. En la primera parte de esta investigación se encuentran los puntos más relevantes de la Ley 30709 y una breve descripción de los diferentes sistemas de valuación de puestos. En la segunda, se describe el desarrollo de la metodología sugerida por el MTPE; y en la tercera, se valoran los aspectos más importantes de la propuesta para la implementación de un sistema de valoración de puestos alineados con la Ley 30709 Finalmente, esta investigación concluye exponiendo los beneficios y puntos de mejoras de implementar la Ley 30709. / The purpose of this research is to make a proposal for the implementation of a job evaluation system aligned with Law 30709, Law that prohibits remunerative discrimination between men and women, in an information technology company. The proposal uses the guidelines suggested by the Ministry of Labor and Employment Promotion (MTPE) to implement equal pay measures within organizations. The first part of this research contains the most relevant points of Law 30709 and a brief description of the different job evaluation systems. In the second, the development of the methodology suggested by the MTPE is described; and in the third, the most important aspects of the proposal for the implementation of a job evaluation system aligned with Law 30709 are assessed. Finally, this research concludes by exposing the benefits and improvement points of implementing Law 30709. / Trabajo de investigación

Thesis (MPA.) -- University of Limpopo, 2021 / Refer to the document

The aim of this diploma thesis is to analyze human resource management system in a chosen organization, summarize the results, evaluate them and then prupose changes that would contribute to improve the current state. Human resources are the most important resource an organization has and it is essential to treat them properly. The research was conducted by spreading out questionnaire survey, interviewing the members of personnel department, examinating internal regulations and observating the workplace and its conditions. The thesis consists of two parts. The theoretical part summarizes the most important knowledge connected with human resource management. The practical part contains the basic characteristics of the chosen organization, the methodology of the research, analysis of the current state and the last part includes recommended improvements and conclusion.

This thesis deals with the issue of corporate culture. It analyses chosed the company, especially the incentive program. The thesis consists of a theoretical part, which introduces the basic knowledge needed for analysis. The practical part analyze the selected company, an analysis of competition, labor market analysis and research conducted through a questionnaire. Proposed section recommends solutions to effectively improve staff morale and achieve greater worker productivity.

The subject of the thesis is systematic job evaluation for purposes of local wage determination for blue-collar jobs within the Swedish industry. The method is examined from a general wage-determination as well as from a gender equality perspective. The thesis is based on e.g. documents from the parties, on interviews with representatives of employers and unions at the central and local level, and on interviews with persons participating in job evaluation work in some companies. An analysis is made of one of the most common job evaluation systems, including the changes it has undergone since the 1950s. The use of a job evaluation system implies that a linkage is made between /certain/job demands and wages. It also means that this linkage is made in a systematic way. Systematics might, in its turn, imply consistency, rigidity and explicity. The thesis examines the significance of a linkage demands-wages and of consistency, rigidity and explicity for the parties' attitudes towards the method; as a purpose or as a means to achieve other goals. It demonstrates that the employers' problems to recruit labour and a desire for an increased wage differentiation has constituted a major reason for using the systems. The job evaluation system examined does not consider, or gives low weight to, certain demands which are common in female-dominated jobs. Various circumstances in the evaluation work process which provide it with scope for consideration are identified. This scope for consideration may disfavour female-dominated jobs. The thesis claims that the scope for consideration yet is less than in an unsystematic overall assessment of différencies in job demands between various jobs. A completed systematic job evaluation offers a basis for speaking of "work of equal value" in the sense of the Swedish Equal Opportunities Act, and forces the employer to explain possible différencies in the terms of employment when the points allotted are equal. It is unclear whether the court has to accept the application of the system made by the parties, or whether it could make its own evaluation with the same system. So far, no case concerning work of equal value has been settled in court. / <p>Diss. Umeå : Univ., 1991</p> / digitalisering@umu