| Term | Definition |
|---|
| obtain job information, groups the jobs to be rated, select compensable factors, rank jobs, combine ratings | steps in job ranking method |
| determine clusters of jobs to be evaluated, collect job information, select and define compensable factors,define factor degrees,determine factor weights, assign point values to factors and degrees, write job evaluation manual, rate the jobs, | point method steps |
| importance of job evaluation, trend | Is the company at the point where it should be setting up a formal salary structure complete with job evaluations? Why or why not? |
| red circle pay rates, freeze the rate paid to employees | Is the company's policy of paying more than the prevailing wage rates a sound one? What do you base that on? |
| pay equity | Is the salespersons' male-female differential wise? If not, why not? |
| transfer or promote some or all of the other employees, freeze rate paid, cut to maximum in the pay range for their grade,freeze rate for six months | What would you suggest Jennifer and Pierre do now? |
| knowledge and behaviours that employees throughout the organization must exhibit for organization to succeed, such as customer service orientation | core competencies |
| associated with particular organizationl function, such as negotiation skills for salespeople | functional competencies |
| expected bahaviours, such as walking a customer rather than pointing to it | behavioural competencies |
| competencies and skills, on the job training, new and different competencies, competencies that employees apply on job to gain desirable job performance objectives | competency based pay program should include |
| problem solving, creativity, job scope, technica knowledge, expertise, job classification method is commonly used.price in the market place | alternative compensation factors for engineers etc |
Combine with other sets
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