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It suggests that individuals in similar jobs should have similar levels of pay; otherwise illegal discrimination may be an issue at the workplace. Internal equity demands that the jobs being compared have similar levels of skill (such as two engineers, versus an engineer and a clerical worker), skill sets (a registered dietician vs. A registered nurse would not be 'equal,' because of the greater level of education and knowledge of the RD, for example), effort and time devoted to the job (part-time vs. full-time workers are not equitable), responsibility (workers being compared should have similar leadership positions and number of duties), and working conditions (workers on the graveyard shift are not comparable to day workers in most instances). (Internal equity, 2010, U.S. Legal Definitions)
Q6. Define a compensable factor and give a few examples.
A compensable factor is a common element, such as hours per day or number of units assembled by which pay or other types of remuneration may be calculated (Compensable factor, 2010, Business dictionary).
Q7. What is the role of a job evaluation committee in job evaluation and who should be included in the committee?
The job evaluation committee is usually made up of a mixture of HR professionals and individuals from the departments where the jobs are based who have intimate knowledge of the job functions....
A job committee is responsible for assigning appropriate salary and compensation for jobs, determining what duties are demanded by the positions, and defining the job responsibilities and requirements of the specific jobs.
Q8. Explain the reason for the trend towards broad generic job descriptions vs. narrow specific job descriptions.
The workplace is changing so fast, an employee is unlikely to be required to use the same type of skills for more than a few years: facility with computers in general is more important than knowledge of one specific operating system that is likely to soon grow obsolete.
References
Compensable factor. (2010). Business dictionary. Retrieved February 4, 2010 at http://www.businessdictionary.com/definition/compensable-factor.html
Exempt employee. (2010). About.com. Retrieved February 4, 2010 at http://careerplanning.about.com/od/federallawsus/g/def_exempt.htm
Internal equity law and legal definition. (2010). U.S. Legal definitions. Retrieved February 4,
2010 at http://definitions.uslegal.com/i/internal-equity/
Job analysis: Overview. (1998). HR Guide to the Internet. Retrieved February 4, 2010 at http://www.job-analysis.net/G000.htm
Compensation Management Organizations can also effectively develop when strategic and tactical compensation issues are adequately addressed by the management. An organization's management has to recognize and integrate long-term strategic objectives with short-term tactical requirements (Henderson, 2006). Organizations should develop and operate compensation system that promotes fair treatment by relating job worth to differences in job requirements, recognize the worth and value of employee knowledge and skills. Some of the principal activities that
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