|dc.description.abstract||Although the emergence and legitimacy of non-governmental organizations (NGOs) has been well documented, little research has explored human resources aspects especially in job evaluation in NGOs. The main objective of this study was to assess the potential of job evaluation in NGOs in Kenya. Specifically, the study examined the effects of job evaluation in job grading, and the impact of job evaluation in salary administration. The study also attempted to find out if there are clear job descriptions and specifications at the NGOs as well as determining whether job evaluation has any effect on performance.
The study adopted a descriptive research design and targeted the foreign owned NGOs in Nairobi. The respondents for the study were sampled by simple random sampling technique where the researcher selected 10 foreign owned NGOs. The organizations were represented by the HR managers and four more employees from the HR departments who were selected purposively. A total of 50 questionnaires were administered. Desk review was also done on each of the available literature on job evaluation. These reviews elicited secondary data that was mostly used in the literature review. The collected primary data was analyzed by use of descriptive statistics like tables, frequencies, percentages and graphs, with the help of SPSS. The findings of this study revealed some significant factors about the potential of job evaluation in NonGovernmental Organizations, such as, the need for clearly defined job grades, salary administration and salary structure. Further, the study found out that the employees earn their salary increments on promotional basis although there were some salary overlaps. The study also established that there were clear reporting relationships although some employees felt that their pay was not commensurate with their work.
The researcher made some recommendations that NGOs could try to implement, such as, the need for the organizations to carry out a job evaluation so as to be able to defend salary differentials in the organizations, Career Progression, clear salary structures: and performance management. The researcher also made some suggestions for further research especially in the area of job evaluation where this study could be extended to the public service and government organizations as well.||en_US