Is a job analysis and a job evaluation necessary to build an internally consistent compensation structure?

What do you see as the advantages and disadvantages to a task-based job analysis versus a competency-based job analysis?

Discuss relationship among job analysis, job description and job specification.

What are the four non-job roles in the performance framework, describe their importance and how could they supersede the job description?

Historically, workers compensation programs in the United States have been based on assertions that: (1) workers benefit from a no-fault system, and (2) employers benefit from a position of limited liability for workplace injuries and diseases. This is known as the:   A. experience rating principle.   B. coordination of benefits principle.   C. exclusive remedy principle.   D. level playing field principle.

Why is it so important to provide feedback after a performance appraisal?

What considerations should HR professionals and compensation specialists take into account when designing and implementing fringe benefit programs?

What are employee benefits? Explain how they are a major part of the compensation package. Review a current compensation package and determine if it is adequate and fair given the tasks needed in the job.

Outline what the crucial differences are a job description  and job specification

On comparable positions, determine a pay range for each of the jobs or groups of jobs.  what would be a compensation philosophy is (i.e. will there be base and variable pay and if so, at what levels?, if you are hiring at the low, middle or high end of the pay range and what are implications for doing so?). E-commerce Marketing Manager/Sales Division Manager/Senior IT Manager/Traffic Manager  Returns/Inventory Processor  Administrative HR Assistant/Mailroom Coordinator  Marketing Director/Director of Supply Chains and Logistic