FEEDBACK NEEDED!!

NEED REPLY/FEEDBACK TO THE 4 POSTS BELOW PLEASE AND THANK YOU. DUE I 5 HOURS OR EORE MIDNITE IF POSSIBLE PLEAS..THANKS =)

POST 1:
I believe that the best method for an organization to use when evaluating the pay scale is to evaluate the job as a whole. This means that all aspects need to be taken into account including the four components of the job such as skill, effort, responsibility, and working conditions. However, I think that other factors need to be considered as well including the fair market pay of similar jobs.  Another important thing to remember is to compare jobs in the same occupation in the same organization. (Henderson, 2006) This makes it easier to keep the wages in proportion.

POST 2:

Job evaluation is an assessment it determines the worth of different jobs on different basis of a consistent set of job and personal factors, such as qualifications and skills required. It also try to determine which jobs should get the better pay. There are different methods that can be used to determine how well each job will be paid. Many employers go by the job ranking, job grading, and factor comparison that are employed during the job evaluation. I think research indicates how accurate each method is and how reliable others are when it comes to ranking and pricing different jobs.

I think I will choose to investigate the job from a variety of components and choose a point factor and a factor comparison so that I will have a more accurate picture on how the employees actually do their job and not because of their position being better than another employee.The more detailed the available job content information is, the more accurate the possible selection of the degree or level rating of each factor is.” (Henderson, 2006)

POST 3:
Surveys are an important tool to assess the competitive forces in the marketplace regarding pay practices. The most critical step in the survey process is obtaining the proper job match. For an organization you are familiar with, identify a position that would be the match to utilize in your survey, including a brief discussion on the limitations of using this position to determine your organization's overall salary competitiveness in the market. Respond to at least two of your classmates' postings.

A job that I believe that could be used in the survey process would be a records manager. This was a job position I held at one point when I was in the military and it was standard across the board how the job was supposed to be done. The only thing that would make the survey inaccurate would be if there were extra duties the employee had.

Many times it is hard to get perfectly comparable jobs because the job descriptions themselves are poorly defined and described (Henderson, 2006, Page 232).

POST 4:
According to the text, “The third step in the Smyth-Murphy guide line method is to conduct a compensation survey to accomplish market pricing.” (Henderson, R. (2006). The pay grade is assigned by other employers for comparable jobs. The pay rate is not based on the title of the employee its also based on the level of education or skills that have to do the job. By having survey’s on the organization helps the company compare to other companies on the right pay rate. It’s a good way to collect data.