1. How can a manager ensure that job evaluation or skill/competency based plans support a customer-centered strategy? 2. What do you mean by job based pay? 3. What is a person focused pay system? 4. What are pros and cons of having employees involved in compensation decision? what form can employees involvement take? 5. Consider your organization, what are compensable factors required for your organization to evaluate jobs? How would you go about identifying these factors? Should the organization mission be reflected in your factors? 6. Based on the research on job evaluation, what are the sources of possible gender bias in skill-/competency-based plan? 7. Define job based structure and person based structure. What are differences between these two terms? 8. If you were managing employee compensation, how would you recommend that your company evaluate the usefulness of its job evaluation or person based plan? 9. Why bother with job evaluation? Why not simply market price? How can job evaluation link internal alignment and external market preasure? 10. You are the manager of 50 people in large organization. All of them become very suspicious and upset when they receive memo from HR department saying their job are going to be evaluated. How do you try to reassure them?