Reference no: EM133011333
1. What are the reasons for a company to have a job evaluation system? (Multiple Answers)
a. To justify the pay levels of non-benchmark jobs
b. To establish a systematic and formal structure of jobs based on their worth to the organization.
c. To justify an existing pay system or develop one that provides internal consistency
d. To comply with equal pay legislation
2. Which of the following is not one of the universal compensable factors based on the Equal Pay Act of 1963?
a. Effort
b. Skill
c. Prevailing pay for the market
d. Responsibility
3. In the context of internal consistency, which of the following is the correct sequence?
a. Job analysis>Job description > Job evaluation > Pay structure
b. Job analysis>Job evaluation > Job description > Job structure
c. Pay structure> Job analysis > Job description > Job evaluation
d. Job analysis>Job description > Job evaluation > Job structure
4. Why is market pricing more popular in the United States than the United Kingdom?
5. How did Gap measure its gender pay gap? Do you think equal pay should be examined at the organization level, by job level or at the like-for-like level? What factors could and should be analyzed in pay reviews? How could Gap continue to improve its pay equity processes?
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