8/4/25, 10:27 AM HRMN 3420 Final
HRMN 3420 Final latest version with complete questions and
accurate detailed answers \verified 100%
Compensation The total of an employee's pay and benefits
The process of determining the worth of each position
Job Evaluation
relative to the other positions within the organization
Subjectively ordering jobs from lowest to highest or vice
Job Ranking
versa, in terms of value to the company
Objectively breaking down a job into "compensable
Point-factor
factors" and applying points to each factor based on
the job's level of difficulty
Analyzing and ranking "compensable factors" of
Factor Comparison
benchmark jobs in pay surveys and ranking all of the
firm's jobs against the bench mark
Goal of Compensation To motivate employees to achieve organizational goals over a
period of time
Instrumentality Refers to whether higher performance will relate to the rewards
Feel uncomfortable because you and your referent have
Over reward
the same inputs but you get more output
Under reward Same amount of inputs but your outputs are far less
Pure Entitlement Philosophy If you work for a longer period of time, you are entitled to make
more money
The current employee is paid above their pay range,
Red-circled employees
making more money than they are worth is to the
employee
Green-circled employees Employee is paid below their pay range
When the pay difference among employees with more
Pay Compression
experience become small or inverted
/ 1/4
HRMN 3420 Final latest version with complete questions and
accurate detailed answers \verified 100%
Compensation The total of an employee's pay and benefits
The process of determining the worth of each position
Job Evaluation
relative to the other positions within the organization
Subjectively ordering jobs from lowest to highest or vice
Job Ranking
versa, in terms of value to the company
Objectively breaking down a job into "compensable
Point-factor
factors" and applying points to each factor based on
the job's level of difficulty
Analyzing and ranking "compensable factors" of
Factor Comparison
benchmark jobs in pay surveys and ranking all of the
firm's jobs against the bench mark
Goal of Compensation To motivate employees to achieve organizational goals over a
period of time
Instrumentality Refers to whether higher performance will relate to the rewards
Feel uncomfortable because you and your referent have
Over reward
the same inputs but you get more output
Under reward Same amount of inputs but your outputs are far less
Pure Entitlement Philosophy If you work for a longer period of time, you are entitled to make
more money
The current employee is paid above their pay range,
Red-circled employees
making more money than they are worth is to the
employee
Green-circled employees Employee is paid below their pay range
When the pay difference among employees with more
Pay Compression
experience become small or inverted
/ 1/4
