relational returns correct answers recognition & status
employment security
challenging work
learning opportunities
pay model building blocks correct answers 1. the compensation objectives
2. the policies that form the foundation of the compensation system
3. the techniques that make up the compensation system
internal alignment correct answers often called internal equity, refers to the pay relationships
among different jobs/skills/competencies within a single organization
four steps in developing a total compensation strategy correct answers 1. Assess total
compensation implications
2. map a total compensation strategy
3. implement strategy
4. reassess
, three tests of competitive advantage correct answers 1. is it aligned?
2. does it differentiate?
3. does it add value?
three aspects of alignment correct answers 1. align with the business strategy
2. align externally with the economic and sociopolitical conditions
3. align internally within the overall HR system
virtuous circle correct answers upward momentum and continuous improvement
vicious circle correct answers downward momentum and continuous difficulties
pay structure correct answers refers to the array of pay rates for different work or skills within a
single organization
the number of levels, the differentials in pay between the levels, and the criteria used to
determine those differences describe the structure
work flow correct answers refers to the process by which goods and services are delivered to the
customer
use value correct answers reflects the value of goods or services an employee produces in a job
exchange value correct answers whatever wage the employer and employee agree on for a job
job-based structure correct answers relies on the work content - tasks, behaviors, responsibilities
procedural justice correct answers the procedures for determining the pay structure
person-based structure correct answers shifts the focus to the employee: the skills, knowledge, or
competencies the employee possesses, whether or not they are used in the employee's particular
job
distributive justice correct answers the results of procedures - the pay structure itself
hierarchical structure correct answers many levels, large differentials, person or job criteria,
close fit, individual performers, performance, opportunities for promotion
egalitarian structure correct answers fewer levels, small differentials, person or job criteria, loose
fit, teams, equal treatment, cooperation
five major decisions in designing a job analysis correct answers 1. why are we performing job
analysis?
2. what information do we need?
3. how should we collect it?
4. who should be involved?
5. how useful are the results?
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