job descriptions

You read in Chapter 6 that job descriptions serve as a cornerstone in the development of internally consistent compensation systems as well as performance standards in performance evaluation systems. Job analysis is a study of what value is the work done to support the overall goals and objectives of the organization. You then read in Chapter 7 how market-competitive compensations systems become the determination of how competitive the organization will be in attracting and retaining top talent. In Chapter 8 you read about the process of building pay structures that recognize individual contributions and methods to address motivating employees for higher performance based on performance-pay philosophies. 

Discussion Board:

Address the topics below. In order to participate in a dialogue designed to explore the issues, be sure you respond to at least two of your colleague’s responses for each topic. 

Can organizations easily develop compensation structures that are both internally consistent and market competitive at the same time? What are some of the challenges to this goal? What are some compensation strategies organizations can use to attract and retain top talent?

The book is Strategic Compensation: A human resource management approach by Joseph J. Martocchio