Basically, organizations develop a market pay policy line based on the key jobs for which there are both job evaluation and market pay survey data available.
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Q4: Product market comparisons that focus on labor
Q4: The disadvantage of using pay grade approach
Q5: Product market competition places a lower bound
Q6: Under a two-tier wage plan, employees doing
Q7: Actual market rates are used for key
Q8: Internal equity pay comparisons focus on what
Q10: A compa-ratio less than 1.00 suggests that
Q11: Broad bands, with their greater spread between
Q13: Skill-based pay systems fit well with the
Q14: When resolving conflicts between external and internal
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