Establishing Strategic Pay Plans

A. benchmark jobs
B. salary survey
C. permanent job
D. temporary job

A. logical factors
B. comprehensive factors
C. compensable factors
D. intuitive factors

A. job description
B. job specification
C. job evaluation
D. job analysis

A. secondary equity
B. collective equity
C. primary equity
D. individual equity

A. direct financial payments
B. indirect financial payments
C. paid bonuses
D. Both A and B

A. equity theory of motivation
B. equity theory of salaries
C. equity theory of wages
D. equity theory of compression

A. HR strategy
B. performance appraisal
C. aligned reward strategy
D. aligned compensating strategy

A. long-term incentives
B. short-term benefits
C. executive perks
D. job ranking

A. job complexity
B. complexity in hiring
C. complexity in training
D. complexity in recruitment

A. salary compression
B. incentive compression
C. aligned reward strategy
D. bonuses compression