INTERNALLY CONSISTENT JOB STRUCTURES- OUTLINE

Section 1 introduces you to the specification of internally consistent job structures. Through writing job descriptions, the development of job structures, and

both the development and implementation of a point evaluation method to quantify job differences objectively, you build the framework for internal equity.

In Section 1, you will focus on building an internally consistent compensation system. An internally consistent compensation system design will clearly define the relative value of each e-sonic sample job, creating a job hierarchy and an objective rationale for pay differences.

As an e-sonic consultant, you are offered a sample of e-sonic jobs in Section 1. Currently, e-sonic employs 100 people and will be hiring many more. However, for the purpose of this simulation, you are asked to work with the sample of four jobs offered (see Appendix 2 for sample jobs, located in the MyManagementLab project tab). Limiting the number of jobs removes one level of complexity from the simulation and allows you to focus on learning the functions of compensation system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e-sonic positions.

Answer preview

The paper focuses on building a compensation system for e-sonic which is internally consistent. This will help to define the value of each of the jobs in the company. This is to be achieved through the development of Job description and job structures. To quantify the different jobs objectively and build a framework for internal equity development and implementation of a point evaluation method is part of the research. For e-Sonic, several categories in the job structure would include software development, research, Marketing, administration and customer service (Job Description, 2003.01). ..

(1800 words)