Can compensation really be a source of competitive advantage

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Reference no: EM133243902

What are the three tests used to determine whether a pay strategy is a source of competitive advantage? Discuss whether these three tests are difficult to pass. Can compensation really be a source of competitive advantage?
Explain why performance-based pay may not always be a best practice.
Why is internal alignment an important compensation policy? What happens when a compensation policy is not internally aligned?
WRITE a list of at least five Canadian laws at various levels of government that impact pay rates
How should discrepancies between job analysis information provided by employees and supervisors be resolved?
Why bother with job evaluation? Why not simply market price? How can job evaluation link internal consistency and external market pressures?
What are the similarities in the logic underlying job-based and person-based plans?
What is the difference between specialist skill plans and generalist skill plans?
What is the nature of government's role in compensation?
Consider compensation practices such as skill/competency based pay, broadbanding, market pricing, and pay-for-performance plans. What are some of the issues related to pay equity that arise when using these practices? How can these issues be resolved?
Describe how a flexible benefits plan might increase worker satisfaction with benefits at the same time that costs are being reduced.
Explain how an employee assistance plan could reduce costs for several other benefits.
What factors determine the relevant market for pay surveys? Why is the definition of the relevant market important?
Describe three approaches to selecting jobs for inclusion in a survey.
What factors shape an organization's external competitiveness?
What does marginal revenue product have to do with pay?
If you wanted workers to perceive their compensation package as secure, which components would you include and which would you avoid?
Employees in your department have formed semi-autonomous work teams (they determine their own production schedule and individual work assignments). Individual performance is assessed using four performance dimensions: quantity of work, quality of work, interpersonal skills, and teamwork. a. Should the supervisor have a role in the rating process?

Reference no: EM133243902

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