Of the four pay model policies, internal alignment is the policy that identifies with the positions and the level of importance that each position plays within the organization. In compensation, a job analysis has two critical uses:
(1) identifying similarities/differences in work content per job and
(2) establishing an internally fair and aligned job structure. Therefore, conducting a job analysis is an example of a best practice being applied in determining total compensation. What role do you see a job analysis playing in identifying with total compensation demands? Do you think issues can develop if a job analysis is not conducted?
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