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The Occupational Information Network (O*NET) is a free online database that contains hundreds of occupational definitions to help students, job seekers, businesses and workforce development professionals to understand today's world of work in the United States. It was developed under the sponsorship of the US Department of Labor/Employment and Training Administration (USDOL/ETA) through a grant to the North Carolina Employment Security Commission (now part of the NC Commerce Department) during the 1990s. John L. Holland's vocational model, often referred to as the Holland Codes, is used in the "Interests" section of the O*NET. It is a database of occupational requirements and worker attributes. It describes occupations in terms of the skills and knowledge required, how the work is performed, and typical work settings. Johnson the HR director is a software development company uses O*NET to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Johnson wants to determine an internally consistent compensation system by determining Jobs that require higher qualifications, responsibilities, and complex job duties should pay more than those that do not have the same requirements. One of the essential skills that Johnson is looking for in software engineers is the proficiency in at least one of the modern computer programming languages, such as Java or C++. The educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands are all listed in job specification. The title of the job required is senior software engineer and this title describes the responsibilities of the position, the level of the job, or both. This is the systematic process for recognizing differences in the relative worth among a set of jobs and for establishing pay differentials accordingly.* OA)job analysis B) job content C) job evaluation OD) job-relatedness Which is the fundamental principle of internally consistent compensation systems? A) Pay rates should mirror pay rate differences among the competition. B) Jobs that require higher qualifications should be paid more than jobs that require lower qualifications C) All jobs should be valued equally because every job directly contributes to competitive advantage D) All jobs should be valued according to need. This must be indicated in which part of the job analysis description? A) working conditions B) job evaluation C) worker requirement OD) job content