Q. The factors such as earnings level, discretionary authority and percentage of spent time in manual work are factors that must be held to define

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Q. The perceived fairness between what person receives and what person did is classified as

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Q. The key issues related to internal equity are

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Q. The collection of data consisting compensation rates of all the workers, who perform similar jobs in other organizations are classified as

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Q. The basic compensations given to employees as salaries or wages are called

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Q. According to total rewards approach, the variable pay of the employee is

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Q. The systematic way of determining the worth of all the jobs within any organization is called

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Q. The employee who is paid more than the specified range for the job is classified as

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Q. Considering the non-exempt status of employees, the employees to whom overtime must be paid according to FLS act are classified as

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Q. The ratio in which the pay level is divided by the pay range midpoint is classified as

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Q. The factors must be considered to price the jobs in any organization includes

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Q. The analysis of job such as job specification and job description leads to

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Q. The time spent in organization while performing the particular job is classified as

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Q. The outcomes of competency based system such as improved and higher employee satisfaction and commitment are classified as

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Q. The situation in organization in which differences of individual pay with different level of performance becomes small is classified as

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Q. The factors that are common in group of jobs and are used to identify the value of job are called

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Q. The tangible components of compensation programs usually designed by the organization consists of

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Q. The graph which shows the relationship between job value, which is determined rates of pay survey and job evaluation points is classified as

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Q. The position such as administrative, professionals and executive are classified as

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Q. The group of all the jobs which have the same worth of job are classified as

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