What are the advantages and disadvantages of using more than one job evaluation plan in any single organization?
Answer to relevant QuestionsWhy bother with job evaluation? Why not simply market-price? How can job evaluation link internal alignment and external market pressures? Why does the process used in the design of the internal pay structure matter? Distinguish between the process used to design and administer a person-based and a job-based approach. What pay level does the efficiency wage predicts? Does the theory accurately predict organization behavior? Why or why not? Contrast pay ranges and grades with bands. Why would you use either? Does their use assist or hinder the achievement of internal alignment? External competitiveness? As VP of HR at Pilsner Roofing, the eleventh largest roofing company in the world, you are experiencing turnover problems with the employees who actually install roofs (roofers) General Manager Roy Cranston has asked you to ...
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