Total Rewards Model - Answer: should align with business strategies, help to attract, retain and
motivate and retain talent
Compensation - Answer: cash provided for services
Benefits - Answer: programs used to supplement cash comp.
Work-Life - Answer: organizational practices policies and programs that help employees achieve
success both in and out of the workplace
Performance and Recognition - Answer: alignment and assessment of organization, team and
individual efforts toward achievement of business goals
Development and career opportunites - Answer: learning experiences designed to enhance
employee skills and competencies. help EE pursue career goals.
Fixed pay - Answer: element of comp. nondiscretionary compensation that does not vary
variable pay - Answer: contiquent on the discretion, performance or results achieved.
compensation philosophy - Answer: defined philosophy is a statement of what the organization
believes about how people should be paid. it should support the business strategy and fit with
the culture
Compensation strategy - Answer: includes the principles that guide the design and
implementation and administration of comp programs
, Lead the market - Answer: Market position philosophy. sets pay at year end to anticipated
market level for next year. lead the market at the start of the year
Lag the market - Answer: market position philosophy. sets pay to current market levels at the
begining of the year. lag the year as the year progresses
Lead-Lag - Answer: Market Position Philosophy. sets pay to lead the first half of the year and lag
at the second half
Comp. Program Objectives - Answer: internally equitable, externally competitive, affordable,
understandable, legal and defensible, efficient to administer, capable to being reshapped for the
future, attract, retain and motivate employees, create alignment with business objectivfes
Base Pay Structures Design - Answer: Job Analysis, Job documentation, Job evaluation, job
worth hierarchy, base pay structure
Job Worth Hierarchy - Answer: indicates the value of a job in the organization to another.
methods for establishing internal JWH - Answer: ranking, classification, job points
Market pricing - Answer: External competitiveness, pay competitiveness
MP - External competitiveness - Answer: assists organizations know what the going rate for jobs
is in the market place
MP- pay competitiveness - Answer: helps by - collecting information on the going market,
analyzing pay trends by identifying year to year movement, identifying pay practices by
gathering information on competitive comp, practices
motivate and retain talent
Compensation - Answer: cash provided for services
Benefits - Answer: programs used to supplement cash comp.
Work-Life - Answer: organizational practices policies and programs that help employees achieve
success both in and out of the workplace
Performance and Recognition - Answer: alignment and assessment of organization, team and
individual efforts toward achievement of business goals
Development and career opportunites - Answer: learning experiences designed to enhance
employee skills and competencies. help EE pursue career goals.
Fixed pay - Answer: element of comp. nondiscretionary compensation that does not vary
variable pay - Answer: contiquent on the discretion, performance or results achieved.
compensation philosophy - Answer: defined philosophy is a statement of what the organization
believes about how people should be paid. it should support the business strategy and fit with
the culture
Compensation strategy - Answer: includes the principles that guide the design and
implementation and administration of comp programs
, Lead the market - Answer: Market position philosophy. sets pay at year end to anticipated
market level for next year. lead the market at the start of the year
Lag the market - Answer: market position philosophy. sets pay to current market levels at the
begining of the year. lag the year as the year progresses
Lead-Lag - Answer: Market Position Philosophy. sets pay to lead the first half of the year and lag
at the second half
Comp. Program Objectives - Answer: internally equitable, externally competitive, affordable,
understandable, legal and defensible, efficient to administer, capable to being reshapped for the
future, attract, retain and motivate employees, create alignment with business objectivfes
Base Pay Structures Design - Answer: Job Analysis, Job documentation, Job evaluation, job
worth hierarchy, base pay structure
Job Worth Hierarchy - Answer: indicates the value of a job in the organization to another.
methods for establishing internal JWH - Answer: ranking, classification, job points
Market pricing - Answer: External competitiveness, pay competitiveness
MP - External competitiveness - Answer: assists organizations know what the going rate for jobs
is in the market place
MP- pay competitiveness - Answer: helps by - collecting information on the going market,
analyzing pay trends by identifying year to year movement, identifying pay practices by
gathering information on competitive comp, practices
