Reference no: EM132919708

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. Per the textbook, 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. So, 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? Please explain.