United Grinding Technologies needed a compensation plan for all of its employees. Because benchmark jobs were not readily available, HR created job descriptions and matched them to jobs with BLS and trade association pay survey data.
1. How would you evaluate Taylor's approach for developing a pay structure at United Grinding Technologies? Would you have done anything differently?
2. If you were to develop a pay structure in a company where you have worked, how would you approach doing it? What are the potential challenges associated with implementing your approach?