Paper

Amy Mackey

MGMT 365

Week 3

Discussion 2

Discuss the steps involved in building internally consistent compensation systems. 

Internal consistent compensation systems clearly define the relative value of each job among all jobs within a company. This ordered set of jobs represents the job structure or hierarchy. (Martocchio, pg. 118) Compensation experts and HR professionals create internally consistent job structures through two processes – job analysis followed by job evaluation. (Martochio, pg. 119)

The job analysis process has five main activities which are: Determine a job analysis program. Select and train analysts. Direct job analyst orientation. Conduct the study: data collection methods and sources of data. Summarize the results: write job descriptions. ((Martocchio, pg. 129) The job evaluation process has six steps: Determining single versus multiple job evaluation techniques. Choosing the job evaluation committee. Training employees to conduct job evaluations. Documenting the job evaluation plan. Communicating with employees. Setting up the appeals process. (Martocchio, pg. 133)

I state a lot about the military in my discussions, but once again I believe the government already has this system down. Having local nationals working for me right now they are set up just like the US government employees. They are paid based of their job descriptions. If they do more than what their descriptions says they can legally ask for more pay. But as well as if they have better skills than their co-workers then they can receive a pay increase as well. (Example would be getting different certificates in the computer world…A+, Sec+, etc.)