Study Guide Human Resource Management

Exam 4 Study Guide- Chapter 11

Chapter 11

1. Pay-structure (p 501) The congenator pay of incompatible line of businesss (job structure) and how much they are paid (pay level).
2. Job Structure (p 501) The relative pay of jobs in an organization. Can be defined as the relative deserving of various jobs in the organization, based on these types of internal comparisons
a. Job Evaluation An administrative procedure utilize to measure internal job worth. Based on paid factors (The characteristics of jobs that an organization values and chooses to pay for) and a weighting intent base on the importance of each factor to the organization.
b. The consign Factor System After generating scores for each remunerative factor on each job, job evaluators often defy a weighting scheme to account for the differing importance of the factors to the organization.
3. power wage theory (p 505) A theory stating that wages set worker productivity.
4. Rate Ranges (p 506) Different employees in the same job may have different pay rate.
5. Key Jobs (p 506) benchmark jobs, practised in pay surveys, that have relatively constant content and are common to many organizations.
6.



Nonkey Jobs (p 507) Jobs that are rummy to organizations and that cannot be directly valued or compared through the use of market surveys.
7. Pay policy line (p 509) A numeric expression that describes the relationship between a jobs pay and its job evaluation points (trend line).
8. Pay Grades (p 510) Jobs of similar worth or content grouped together for pay validation purposes. Advantages are that the administrative burden of setting separate rates of pay for hundreds or different jobs is reduced. Permits greater flexibility in moving employees from job to job without raising concerns. Disadvantage is most jobs will be underpaid and others overpaid. Could contribute to higher labor be and potential difficulties in competing in the product...If you want to get a full essay, order it on our website: Ordercustompaper.com



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