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Along with the job analysis and job evaluation, companies must determine how they will structure their pay and which model is the most appropriate for their company. Companies also have to consider the competitive position of their pay policy. As an HR professional, it is important to understand the different pay structures, and the process of gathering and interpreting data to determine a competitive pay position. What does it mean to be competitive and pay a salary that is not only internally equitable, but is also externally effective at attracting and retaining the appropriate labor force for your business? This assessment challenges you to consider all the issues that go into that decision making.
Introduction
In this assessment, select the most appropriate salary structure for an organization. Use the same company you used as the focus in the previous assessments.
In 3–4 pages:
Analyze the advantages of each of the three primary salary structures: traditional, broadbanding, and market-based.
Analyze the disadvantages of each of the three primary salary structures.
Analyze which salary structure would be the most effective for the organization and justify your reasons for your selection.
