1.) Internally consistent compensation systems are important. Discuss the various components necessary to insure this, including:
a. Discuss the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures
b. Why must a job analysis be reliable and valid?
c. What can compensation professional do to ensure that a job analysis is reliable and valid?
d. Assume after completing the job analysis, your boss has asked you to conduct a job evaluation of the various positions in the company. Detail the steps you would take in accomplishing this task.
e. Discuss any limitations on implementing internally consistent pay systems as it relates to a company's competitive strategy.
2.) Many compensation professionals are faced with making choices about which discretionary benefits to drop because funds are limited and the costs of these benefits continue to increase.
a. Assume you must make such choices and rank-order discretionary benefits, starting with the ones you would LEAST likely drop to those you would MOST likely drop.
b. Provide a rationale for each of your choices.
c. Be sure to identify how your discussion may vary based on a company's competitive strategy.