Compensating an employee for work performed or services rendered constitutes an important aspect of personnel management. The question of determining and establishing appropriate wages and salaries for comparable, different and varied jobs in an organization is one that raises complex, thorny and even nebulous issues such as "equity." The eight-week intensive training of the intern was a considerable concentration on the basic and specific methods of determining the relative ranks of jobs on the basis of their contents as judged by certain defined job characteristics or factors. In the early part of the internship program, the intern was acquainted with the basic philosophy and fundamental methods of job evaluation. The intern was subsequently introduced to the actual job evaluation methods as applied in TWA. Actual case problems and situations were studied; job descriptions were reviewed, audit of jobs were conducted; the intern had the opportunity of observing and participating in actual information collecting, verifying and recording process. The intern was acquainted with the techniques of compiling salary surveys and applying such information as a method of comparing internal salary structures with external market conditions. The latter part of the program was largely a concentration on and analysis of job descriptions and organizational structures of Ethiopian Airlines. The study basically involved the understanding of the salary structures of management personnel of Ethiopian Airlines, the investigation of the possibilities of translating TWA job evaluation methods, and the subsequent application of the methods employed by TWA to that of Ethiopian Airlines.