Is a job analysis and a job evaluation necessary to build an internally consistent compensation structure?
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Is a job analysis and a job evaluation necessary to build an internally consistent compensation structure?
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- How does real-time performance management compare to the traditional annual performance process? How can a real-time process help an employee be more effective? What are some potential drawbacks?What are employee benefits? Explain how they are a major part of the compensation package. Review a current compensation package and determine if it is adequate and fair given the tasks needed in the job.What are suggestions to improve the problems of forcing employees to sign salary reduction contracts ? the recommendations must be related on concepts of compensation management
- Merit pay plans appear to be the most common form of compensation in the United States. Although widely used, these systems are not suitable for all kinds of jobs. Based on your knowledge of merit pay systems, identify one job for which merit pay may be appropriate. Explain in detail why you chose the job for appropriate merit pay and the job you chose as not appropriate.What's the difference between a job evaluation and a job analysis? How do these techniques aid in the creation of internal job structures that are consistent?What are the differences between straight piecework compensation plans and guaranteed piecework compensation plans in 50 words or less?
- What should be included in a job description and what should not be included?Merit pay plans appear to be the most common form of compensation in the United States. Although widely used, these systems are not suitable for all kinds of jobs. Based on your knowledge of merit pay systems, identify at least three jobs for which merit pay is inappropriate. Be sure to provide your rationale given the knowledge you now have.How are job analysis, job description, and job specification related?