To develop a model in determining basic wages in ready-made clothing sector

Apparel manufacturing, in general classification, is a process that is composed of many stages such as model design, pattern design, cutting, sewing, quality control and transportation. Though these units are interdependent, they differ in different technical and technological expertise. Hence, it is expected that epmloyees in each unit should have different educational background, personal trait, job responsibilities and expertise, which makes it impossible to provide equal attitude toward determining wages. This study was planned and carried out in order to develop a model in determining wages in accordance with equality and objectivity in apparel industry. An objective waging system should meet the minimum demands of state and unions, be coherent with employees' education, ability and experience, be coherent with the power- to-pay of the establishment, be assuring, motivate emloyees for an effective and efficient work and be acceptable and reasonable by employers. Another important factor in determining wages besides objectivity is the concept of equality. Wage level for employees should be equal with the ones in similar fields, and equality should be provided according to the difficulty level of the work and the equality should be protected among those doing the same jobs. Through this study, setting a wages system and equal pay in order to provide fair distribution among the employees, from different departments and usually not qualified. For the study a large scale apparel establishment was chosen. For the purpose of setting a basic waging system according to rating method in job eveluation, an applied study was conducted among the employees in production department of the establisment Through performing job analyses in the production process, job classes were formed and job description and job requirement forms to be used in setting relative values of the jobs were prepared. In evaluating the difficulty levels of the jobs relative to each other in production process, rating system was applied for the tasks in production process. In aplication phase, main and sub-factors were established for relative values of the jobs. Factors were weighed in factor comparison method, since the weight of each factor will be effective in setting difficulty level, point range was selected by statistical methods in the plan. In selecting the most appropriate point range wages become dependent variable, point series independent variable and multiple regression analysis was performed. According to the factor rating plan, jobs were rated and job-evaluation form prepared. According to the results of job-evaluation, by statistical methods, considering the wages in the establishments, basic wages were set As the result of the study, through job analysis 12 job classes were found out. Though the employees were in the same department and jobs similar, a model proposition was developed in setting just wage, for employees' level of education and the type of machinery differed. Apparel establishments can use this model in employing, dismissing, promotion, performance measurement, achivement, assessment, waging based-on performance in collective contracts and the most important of all in setting the wage balance in the and outside the establishment.