Problem:
Job Evaluation is a process many organizations look to HR to administer and lead. Certainly, each organization has unique internal job benchmarks, work structures, and pay scales, to form internal alignment.
How can the external market forces be included in the job evaluation process and does it matter? How do you balance the internal input from employees, managers, and executives with external (market) forces? What causes the weighting to be more favorable towards internal inputs versus market forces (or vice versa)?