By allowing for more frequent pay adjustments

By linking pay to individual performance

By reducing the need for job evaluations

By providing a wider range of pay options

A framework that determines the minimum and maximum pay rates for different job levels

A system that combines fixed pay and variable pay components to determine total compensation

A methodology for evaluating the internal and external value of jobs within an organization

A process for determining the appropriate pay differentials between job levels or grades

Internal wage

External wage

Both have equal priority

It depends on the organization ' s compensation strategy

Organizational revenue, employee turnover, and market competition

Business strategy, labor market conditions, and financial performance

Employee benefits, job responsibilities, and cost of living adjustments

Pay compression, salary structure, and performance management

Limited immediate recognition of performance and potential for cost inefficiency

Inconsistency with market practices and potential for pay compression

Increased administrative complexity and difficulty in budgeting

Lack of alignment with employee expectations and reduced employee morale

Immediate recognition of performance and cost savings for the company

Long-term impact on total compensation and employee morale

Alignment with market practices and fairness in pay administration

Increased motivation and retention of top talent

Point factor evaluation

Ranking method

Broadband structure

Job classification system