Pass the WorldatWork Certified Compensation Professional CCP C17 Questions and answers with CertsForce

The company's mission and vision statement

Employee training and development

Employee hiring practices

The design, implementation, and administration of a compensation program

Focus on broadly defined job roles

Focus on individual employees with specific skills

Focus on internal value to the organization

Any market inequities are built in

Simple to administer

TAkes into consideration the company's perceived value of a job

Legally defensible based on job content.

Market from which an organization draws and loses its employees.

Market from which an organization sources its materials.

Market from which an organization sells its products and services.

Market from which an organization sources its funding.

The process of mixing different data sources

The process of calculating an average

The process of removing outliers

The process of using market rates for two or more jobs to establish a market rate for a single hybrid job

Education, experience, and age

Skill, effort, and working conditions

Job title, job location, and performance

Reporting relationship, organizational structure, and years of service

Employee performance data

Salary data of other companies

Data that can be used to create a job worth hierarchy

Data on employee benefits

Start-Up

Growth

Mature

Decline

Traditional surveys focus on salary data, while market pricing surveys focus on pay structures

Traditional surveys are based on self-reported data, while market pricing surveys rely on compensation data from multiple sources

Traditional surveys are used by employers to determine internal pay structures, while market pricing surveys are used to determine external pay competitiveness

There is no difference between the two survey types

Internal pay equity

Employee job satisfaction

External market pricing or competitiveness

Employee engagement