FOR PAY
Stages for Strategic Compensation and Bases for Pay
Business 409 Strategic Compensation
October 28, 2011
SETTING THE STAGE FOR STRATEGIC COMPENSATION AND BASES FOR PAY
Describe the three main goals of settle department.
The three main goals of a compensation department is ingrained Consistency, Individual
contributions and Market fight. Internal consistency is the extent to which tests or
procedures assess the same characteristics, skill or quality. It defines the relative look upon of each
product line among all gambols within a go with (Martocchio pg 22). Effective internal consistency relies
upon the job analysis and job military ranks. In compensation; a job analysis is use to identify or
determine skill levels, compensable job factors, work environment and required level of
education. Job evaluation is used to determine the value of each job in relation to all other jobs
within the organization. The process is reusable because sometimes job titles can be misleading
thereby making it difficult to know each job in detail.
Market competitiveness on the other hand
focuses its precaution on gaining the best qualified employee and retaining them. A company
moldiness be customer focus and watch its competitors as wholesome as develop suitable resources. Pay
structures are spanking to an organizations compensation department. It recognizes the importance of
individual contributions by developing pay grades and ranges that promote the retention of their
valued employees.
Describe the contextual put to work that you believe will pose the greatest challenge and the
contextual influence that will pose the least challenge to companies competitiveness and
explain why.Â
Labor Unions pose the least challenge to a companies competitiveness although a high
percentage of civilian workers in both the public and...If you want to get a full essay, order it on our website: Orderessay
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