ABSTRACT
This study examines the design of a competitive pay structure for a Senior Engineer in Water Operations at Manila Water Company, Inc. by utilizing job evaluation techniques and salary benchmarking, this research proposes a compensation model that ensures internal equity, external competitiveness, and employee motivation. The study also explores performance-based incentives and employee recognition programs as mechanisms to enhance job satisfaction and productivity. Findings suggest that a balanced compensation strategy incorporating monetary and non-monetary benefits fosters employee retention and aligns with industry best practices. This research contributes to strategic human resource management in utility companies, providing insights for policymakers and corporate decision-makers.
INTRODUCTION
Employee compensation is a critical factor in talent acquisition, retention, and motivation, particularly in highly technical fields such as water engineering. As a leading water service provider in Metro Manila and surrounding provinces, Manila Water Company, Inc. requires a well-structured compensation system to attract and retain highly skilled engineers who ensure water quality, distribution efficiency, and regulatory compliance.
Background of the Study
The Senior Engineer in Water Operations is responsible for overseeing water distribution networks, optimizing operational efficiency, and ensuring adherence to environmental and safety regulations. Given the complexity of these tasks, it is essential to develop a structured pay system that reflects job responsibilities, market standards, and performance-based incentives. They Collaborate with internal departments, contractors, government agencies, and other stakeholders to facilitate project approvals and seamless operations. Senior Engineer provide guidance and mentorship to junior engineers and technical staff. Lead technical assessments and troubleshooting complex engineering issues. They also identify opportunities for process optimization, cost reduction, and implementation of best practices in engineering operations.
Research Objectives
• To establish a fair and competitive pay structure for Senior Engineers at Manila Water.
• To evaluate employee recognition methods that contribute to job satisfaction and retention.
• To justify the proposed pay structure using industry benchmarking, job evaluation, and HR best practices.
Significance of the Study
The study provides practical insights for HR professionals, policymakers, and business leaders in the utility sector. By establishing a fair and transparent compensation system, organizations can enhance employee morale, reduce turnover, and improve service quality. The findings can also be used as a reference for other water utility firms aiming to optimize their pay structures.
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