Job Evaluation determines whether the doctrine of comparable worth is lived up to in an organization.

Job Evaluation determines whether the doctrine of comparable worth is lived up to in an organization.

• A. Determines which jobs to eliminate in a downsizing.
• B. Measures overall organizational productivity.
• C. Assesses salary budget adequacy.
• D. Determines whether the doctrine of comparable worth is lived up to in the organization.

Answer: (D)

Job evaluation is the systematic process used to determine the relative worth of different jobs within an organization by analyzing factors such as required skills, effort, responsibility, and working conditions. This creates a structured framework for setting pay and ensuring internal equity. The doctrine of comparable worth (pay equity) holds that jobs of similar value should be paid similarly, regardless of factors like gender. By evaluating and ranking jobs according to their content, a job evaluation provides the basis to compare how pay aligns with the actual value of different roles. If the resulting pay structure reflects these comparable values across jobs, the organization is meeting the principle of comparable worth. Other options describe different HR concerns—downsizing decisions, overall productivity, or salary budget adequacy—which don’t address whether pay reflects the value of jobs across the organization.

Job evaluation is the systematic process used to determine the relative worth of different jobs within an organization by analyzing factors such as required skills, effort, responsibility, and working conditions. This creates a structured framework for setting pay and ensuring internal equity.

The doctrine of comparable worth (pay equity) holds that jobs of similar value should be paid similarly, regardless of factors like gender. By evaluating and ranking jobs according to their content, a job evaluation provides the basis to compare how pay aligns with the actual value of different roles. If the resulting pay structure reflects these comparable values across jobs, the organization is meeting the principle of comparable worth.

Other options describe different HR concerns—downsizing decisions, overall productivity, or salary budget adequacy—which don’t address whether pay reflects the value of jobs across the organization.