How is the validity of job evaluation measured?
What will be an ideal response?
Validity refers to the degree to which an evaluation achieves the desired results. Validity of job evaluation has been measured in two ways: (1) by agreement, i.e., the degree of agreement between rankings that resulted from the job evaluation compared to an agreed-upon rank of benchmarks used as the criterion; and (2) by "hit rates," i.e., the degree to which the job evaluation plan matches (hits) an agreed-upon ranking or pay structure for benchmark jobs. In both cases, the predetermined, agreed-upon ranking or pay structure is for benchmark jobs. It can be established by organization leadership or be based on external market data, union negotiations, or the market rates for jobs held predominantly by men (to try to eliminate any general discrimination reflected in the market), or a combination of these.
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Which term describes the ability of a firm/industry, under free and fair market conditions, to design, produce, and market goods and services that are better and/or cheaper than those of other firms/industries?
a. competitiveness b. protectionism c. comparative advantage d. absolute advantage
Which of the following factors determines that a marketing channel is an indirect channel rather than a direct channel?
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In ________, a master distributor recruits other people to become distributors. The master distributor sells the company's products to the people she entices to join and receives commissions on all the merchandise sold by the people she recruits
A) multilevel marketing B) integrated sales C) disintermediated sales D) hierarchical sales E) party plan systems
Discuss in detail the writing techniques that will help distinguish your application message from the competition of a job search