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Building Internally Consistent Compensation Systems

In: Business and Management

Submitted By angelbrumell
Words 2710
Pages 11
COMPENSATION AND BENEFITS
AUTHOUR: Joseph J. Martocchio
PUBLISHER: Pearson Education International
DATE: 2011
ISBN-13: 978-0-13-254706-2 1. Table of Content (Building Internally Consistent Compensation Systems)

Introduction 124
Determinants of Internal Consistency 125
Job Analysis 125
Steps in the Job Analysis Process 126-129
Job Analysis Techniques 131
O*NET 131-137 Job Evaluation 137 Compensable Factors 137-139 Job Evaluation Process 139-140 Job Evaluation Techniques 140 The Point Method 141-143 Alternative Job-Content Evaluation Approaches 144-145 Alternatives to Job Evaluation 145-146 Limitations to Internally Consistent Compensation Systems 146

2. Why I selected this Book:
HRMN 330 Course Requirement 3. Theme (Key Quote):
“Internally consistent job structures formally recognize differences in the job characteristics that enable compensation managers to set pay accordingly.” 4. Abstract:
The purpose of this book is to provide knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage. Compensating employees represents a critical human resource management practice: without such companies cannot attract, retain nor motivate best qualified employees.

5. Introduction
Internally Consistent Compensation Systems define the relative value of each job when compared with all jobs within the organisation. Within each organization there are job structures and principles which promote internally consistent compensation systems. Generally jobs that require higher qualifications, more responsibilities and complex analysis should have a higher compensation package when compared to those jobs that require lower qualification, less responsibilities and less complex analysis. Internally...

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