Structuring an accurate wage management system is one the most important steps in managerial activities of human resource management. This is based on job evaluation which is used to determine the relative importance of each job in a company. Job evaluation can be defined as a multi-criteria decision making problem. However, the evaluation processes, being subject to the diversity of managers’ assessment are often resulting in pay inequity. This outcome can be circumvented by utilizing a fuzzy job evaluation system. In this study, Analytic Hierarchy Process (AHP) is used to evaluate the specific criteria and fuzzy wage brackets are evaluated by Fuzzy Regression Analysis (FRA) in the steel industry. © 2012 The Authors. Published by Elsevier Ltd. Selection and/or peer-review under responsibility of The 2nd International Conference on Integrated Information.