Determining Factors for Salary Range

Discuss about the Variable on Job Satisfaction Turnover Intention.

The range of salary is defined as the range of pay that is established by the employers for paying to the employees who are performing a certain job or function. The salary range is seen to be generally having a minimum rate of pay, maximum rate of pay along with a significant opportunity for the increment with the pay scale. Some of the main forms of the factors determining the salary needs to be considered with impact of qualification and experience of an employee (Chakraborti, 2014). 

The subject of salary is depicted to be a top concern for the employers in the recent times. It is seen that the business owners and the facilitators are having a payment scale which are in reference to the determining factors for an employee’s compensation. Despite of the qualification and experience being the main criterion for the growth of an employee in real scenario there are several cases where the situation has been seen to differ (Rueda Velasco, Salcedo Parra, & Sánchez Céspedes, 2017).

The aim of the research study is to know about the impact of qualification and experience on employee growth and salary.

The following are the research questions which are formulated for the study:

• What are the main factors impacting the growth and salary with relevance to the qualification and experience of the employees?
• What is the impact of qualification and experience on employee growth and salary in terms of the industry in which the employee is working?
• What is the impact of the average weekly personal income for the full-time employees and part-time employees growth?
• How the growth of the employee is related to non-school qualification is related to the two or more non-school qualifications.

Null Hypothesis (H0): There is no relation between average weekly personal income for the full-time employees and part-time employees

Alternative Hypothesis (H01): There is a relation between average weekly personal income for the full-time employees and part-time employees

Null Hypothesis (H02): The non-school qualification is not related to the two or more non-school qualifications.

Alternative Hypothesis (H2): The non-school qualification is related to the two or more non-school qualifications.

The implementation of the appropriate and consistent approach to any HR manager is depicted with the ensuring that only a qualified person is appointed for a position. This is also discerned to act as the rationale for the ensuring the appropriate laws, rules and regulations. The main form of the success of the compensation program of the companies are depicted to eb based on the varying nature of the factors which compete with the external labour markets. This is seen to be mainly based on the sense of internal equity along with fairness. In some of the other research it is also argue that the qualification in identified as an essential starting point for the skill base of an employee (Samie & Samie, 2016). The various extent of the success of the compensation program is able to hinge the ability of the external labour markets for the reward and recognition of the exceptional performance. In addition to this, the companies seek to look forward to the different nature of the administration which are relevant to the employee and the manger along with the responsibility to ensure the overall success of the program. As per the federal guidelines there has been significant nature of the actions which relates to the “Equal Employment Opportunity Commission (EEOC)”. It has been further discerned to be unlawful to knowingly or unknowingly discriminate the pay of the employees along with the qualification of the individual employees. Some of the various types of the other factors which are seen to be directly relevant to the qualification of the employees (Urie?i, 2016). This relates to the rationale of for the initial role offered. In general, the various countries are of the nature to follow the specific nature of the structure for the employment of the employees with higher set of skills. This is seen to be specific in nature of the employees to granted with the particular set of skills which are seen to be guided with higher set of the qualification. Some of the various nature of the factors for the employment are also based on the significant nature of the decision which are taken to ensure that the persons with the higher set of the qualifications can attain the higher position in the organization. It needs to be identified that the various types of the factors for the attainment of the skill set of the employees (Görke, Bellmann, Busch, & Nyhuis, 2017).

Impact of Qualification on Employee Skill Base

The HR team is also responsible for managing and reviewing the performance of the promotional opportunities which is relevant to provide the assistance to the non-faculty staff. The office is further depicted with the compensation of the employees.  The HR team responsibility is also seen with the responsibility of managing the campus wide compensation practices, performance management and review of the promotional opportunities (Ryu, 2016). The qualification of the employees is also depicted to eb determined in terms of the different types of the other nature foot the facts which are seen to be relevant with the designated role of the employees which is needed by the organization (Rusdi, Hubeis, Affandi, & Dharmawan, 2015). 

In general, the available previous literature review of the study has been able to state that there has been positive relation pertaining to the growth in salary by experience among the employees. In a study conducted for knowing about the pay by experience for a training and development in U.S. there has been seen to be a positive trend. It was seen that the based on the study conducted an entry level trading and development manager with less than 5 years of experience can expect to earn an average total remuneration of $ 63000 as per the 595 salaries provided by the anonymous users. In addition to this, the training and development manager with a mid-career experience between 5-10 years can expect to earn an average total compensation of $ 73000 as per the 655 salaries (Wibawa & Julianto, 2016). Moreover, an experienced training and development manager including an employee with 10 to 20 years can expect to earn a total average compensation of $ 85000 as per the 742 salaries. Lastly, the given study has been able to reveal that the Training & Development Manager who possess late-career experience and consist of the employee with more than 20 years of experience may expect to earn an average total compensation of $ 87000 as per the 292 salaries (Baraskar, Sahare, Tembhurne, & Malewar, 2017).

The recent research studies have further identified that the main factor for the determination of the salaries and growth of the employees are dependent on two main criteria’s. The first criteria being potential role of the employees in the organization which is determined in terms of the job evaluation and classification. The second most important determining factors has been further seen to be depicted in terms of the relevant skills and experience which the applicant possess.  The important nature of the factors affecting the experience factor on the growth of an employee are seen with the different factors (Kabak, ?en, Göçer, Küçüksöylemez, & Tuncer, 2014). Some of these are depicted in terms of the legal compliance, developing a compliance and program of rewards. The various types of the other such factors has been seen to be based on the determination of the indirect and direct benefits of the employees which are directly seen to be associated to the various nature of the factors which relates to the growth of the existing employees (Law, 2015). The different nature of the other contributing factors for the factors impacting the growth and salary with relevance to the experience of the employees can be related with the present needs in of the employer in the job role. For instance, an individual I seen to be fit for particular position in the company by the employer then he/ she may be decided to be recruited in that organization base on the fitment test and experience (Weerasinghe, Dedunu, & Jayani, 2017).

Factors Affecting Employee Growth and Salary

The important nature of the collection of the data is based on secondary data. The various nature of the inclusion of the secondary sources of the data are seen to be relevant with the collection of the appropriate information from the journals, books and articles available in the internet (Calnan, 2016). The important nature of the data collection from the secondary data is mainly collected from Australians aged 15-64 years who are having non-school qualification. The different nature of the women with two or more than two non-school qualification is depicted with 24% women and 22% men. The comparison with the difference in the employment rates has been able to compare men with one or two or more persons with non- school qualifications. The average weekly income is further seen to be depicted with the total amount of the rate of the number of the non-school qualifications. It needs to be further seen that the main form of the data has been collected from the latest issue of Qualifications and Work, Australia, 2015.

The main form of the tool used to analyse the data has been seen with the use of the T-Test. This test has been used to compute whether there is any difference between the two variables selected for the study (Calnan, 2015). In case there is difference between the two selected factors then this will be able to signify a considerable amount of the relation between the two variables.

Education	Average weekly personal income for full-time employees	Average weekly personal income for part-time employees	Average weekly personal income for all the employees
No non-school qualification	1.7	3.8	1.6
One non-school qualification	1.8	5.2	1.5
Two or more non-school qualifications	2.1	3.0	1.9

Table: Average weekly personal income for full time and part time employees along with average weekly personal income

(Source: Abs.gov.au, 2018)

The given table shows the Education, Average weekly personal income for full-time employees, Average weekly personal income for part-time employees and Average weekly personal income for all the employees in Australia. The qualification has included individuals with No non-school qualification, One non-school qualification and Two or more non-school qualifications. The data set is collected from the Qualifications and Work, Australia, 2015.

Education	No non-school qualification	One non-school qualification	Two or more non-school qualifications
Average weekly personal income for full-time employees	1.7	1.8	2.1
Average weekly personal income for part-time employees	3.8	5.2	3.0
Average weekly personal income for all the employees	1.6	1.5	1.9

Table: Education level along with weekly personal income

(Source: Abs.gov.au, 2018)

The given table shows the average income of the individuals with no non-school qualification, One non-school qualification and Two or more non-school qualifications. The segregation of the data is further included with the Average weekly personal income for full-time employees, Average weekly personal income for part-time employees and Average weekly personal income for all the employees in Australia.  The following data set has been given from the Qualifications and Work, Australia, 2015.

Education	Mean weekly earnings in main job
Postgraduate degree	1,794
Graduate diploma/Graduate certificate	1,498
Bachelor degree	1,424
Advanced Diploma/Diploma	1,209
Certificate III/IV	1,184
Certificate I/II	874
Without non-school qualifications	905

Secondary Data Collection for Research Study

Table: Mean weekly earnings according to qualification

(Source: Abs.gov.au, 2018)

The dataset shown above has been able to include the relevant details of the mean earnings of the individuals with Postgraduate degree, Graduate diploma/Graduate certificate, Bachelor degree, Advanced Diploma/Diploma, Certificate III/IV, Certificate I/II and Without non-school qualifications.

The bar chart signifies the average weekly personal income for all the employees and significance of the average weekly personal income and education. It needs to be discerned that the individuals with two or more non-school qualifications are having more average weekly personal income.

Paired Samples Statistics
	Mean	N	Std. Deviation	Std. Error Mean
Pair 1	Average weekly personal income for full-time employees	1.867	3	.2082	.1202
Average weekly personal income for part-time employees	4.000	3	1.1136	.6429

Paired Samples Correlations
	N	Correlation	Sig.
Pair 1	Average weekly personal income for full-time employees & Average weekly personal income for part-time employees	3	-.604	.587

Paired Samples Test
	Paired Differences	t	df	Sig. (2-tailed)
Mean	Std. Deviation	Std. Error Mean	95% Confidence Interval of the Difference
Lower	Upper
Pair 1	Average weekly personal income for full-time employees – Average weekly personal income for part-time employees	-2.1333	1.2503	.7219	-5.2393	.9727	-2.955	2	.098

The Sig. (2-tailed) value of 0.098 draws the relation that the Average weekly personal income for full-time employees is more than the Average weekly personal income for part-time employees. Thereby showing a positive relationship between experience and income of an individual.

Paired Samples Statistics
	Mean	N	Std. Deviation	Std. Error Mean
Pair 1	No non-school qualification	2.367	3	1.2423	.7172
Two or more non-school qualifications	2.333	3	.5859	.3383

Paired Samples Correlations
	N	Correlation	Sig.
Pair 1	No non-school qualification & Two or more non-school qualifications	3	.991	.084

Paired Samples Test
	Paired Differences	t	df	Sig. (2-tailed)
Mean	Std. Deviation	Std. Error Mean	95% Confidence Interval of the Difference
Lower	Upper
Pair 1	No non-school qualification – Two or more non-school qualifications	.0333	.6658	.3844	-1.6207	1.6874	.087	2	.939

Sig. (2-tailed) value of .939 depicts that there is a significant difference between the participants of the No non-school qualification and Two or more non-school qualifications. This shows a positive relation between the qualification of the employees and mean income.are having advanced diploma as their qualification.  It needs to be also depicted that bachelor degree is seen with the second highest earnings. The highest salary is seen with the individuals with post graduate degree.

The results from the first T-Test 1 draws the inference that there is a significant difference between the Average weekly personal income for full-time employees and Average weekly personal income for part-time employees. This evident with a Sig. (2-tailed) value of 0.098. This clearly draws the relation that the Average weekly personal income for full-time employees is more than the Average weekly personal income for part-time employees. Moreover, this also signifies that employees with more experience such as those who working full time are having more income than the employees who are having less experience, that is those who are working part-time (Gevrek, Spencer, Hudgins, & Chambers, 2017).

The results from the first T-Test 2 draws the inference that there is a significant difference between the participants of the No non-school qualification and Two or more non-school qualifications. This evident with a Sig. (2-tailed) value of .939. This result suggests that the participants with no non-school qualification are having a more mean salary than the individuals with two or more school qualifications. In addition to this, this difference in the T-Test significance is also able to infer that with lesser qualification the salary and growth of the employee is also low (Sanjeev, 2017).

Use of T-Test as Statistical Tool

Some of the various types of the inference from another data is considered with more than 1000 mean weekly earnings in main job.  It needs to be also depicted that bachelor degree is seen with the second highest earnings. The highest salary is seen with the individuals with post graduate degree.

Conclusion

The findings of the study from the secondary sources have been able to reveal that there is a high correlation on experience of a person and salary. This can be clearly seen with the fact that the employees who are working full time are able to draw more salary than the one’s working part time. The results from the T-test rejects both the null hypothesis 1 and null hypothesis 2. It can be clearly inferred that there is a significant difference between the Average weekly personal income for full-time employees and Average weekly personal income for part-time employees. The analysis for the research study also shows that Average weekly personal income for full-time employees is more than the Average weekly personal income for part-time employees. Moreover, this also signifies that employees with more experience such as those who working full time are having more income than the employees who are having less experience, that is those who are working part-time. In addition to this, the results from the first T-Test 2 draws the inference that there is a significant difference between the participants of the No non-school qualification and Two or more non-school qualifications.

As per the findings of the study it is recommend for the employees to put more emphasis on the qualifications as this is directly related to the promotions and appraisals. In addition to this, the tenure an individual is working in an industry is also seen to be relevant to the growth of the employee. Therefore, it is necessary for an employee to focus on working for longer duration with one company. The promotion and appraisal are also relevant with the perception of a good working condition. The growth of the employee is depicted to be based on the factors such as evaluated wit the performance of the individual employee. Therefore, it is recommended for the employees to focus on the performance as per the industry standards and norms. Some of the different types of the other recommendation as per the findings of the study is associated with the perception of the working domain and the performance by the individual employees. The results from the chi square test is able to portray similar results which shows qualification of an individual is directly relevant with the promotions and appraisals.

Average Income for Employees in Australia

The important nature of the limitation for the research study is discerned with the inclusion of the secondary data only from Australia. Furthermore, the limiting factor of the study is also evident with the including the secondary studies from employees, for fulfilling the research questions. The responses as per the higher-level personals such as managers may be differing from the employees.

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