Does this pay structure make good business sense? Do you think it is consistent with the organization’s business strategy? What are the implications of this pay structure for other HR systems, such as retention and recruiting?

Create a complete job description for the benefits manager position using O*NET.

Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs.

If there were any outliers in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dateset.

Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points and the respective weighted average market base pay for each benchmark job.
What is your R squared? Is it sufficient to proceed?

Calculate the predicted base pay for each benchmark job.

Because your company wants to lead in base pay by 3%, adjust the predicted pay rates to determine the base pay rate you will offer for each benchmark job.

Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.
Use your answer to Task H to determine the pay range for each pay grade.
Given the pay structure you have generated, consider the following: Does this pay structure make good business sense? Do you think it is consistent with the organization’s business strategy? What are the implications of this pay structure for other HR systems, such as retention and recruiting?