Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? What does job analysis have to do with internal alignment?
How does job evaluation translate internal alignment policies (loosely coupled versus tight fitting) into practice? What does (a) organization strategy and objectives, (b) flow of work, (c) fairness, and (d) motivating people’s behaviors toward organization objectives have to do with job evaluation?
What are the pros and cons of having employees involved in compensation decisions? What forms can employee involvement take?
Distinguish policies on external competitiveness from policies on internal alignment. Why is external competitiveness so important?
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