This week we demonstrated the DBCompensation (job evaluation and salary administration program) software with compensation and human resources professionals associated with a large university system. This well-known university system has utilized a large number of market pay studies for the past ten years to evaluate external pay means and medians with over 400 university benchmark positions. They moved toward external market pay studies exclusively with the advice of compensation consultants associated with a large national firm. This movement from internal job evaluation to market pay comparisons for internal and external pay analysis has been well-documented through WorldatWork articles, case studies during the past two decades and accepted by a majority of human resources and compensation professionals across the country.
The lead compensation professional with the University system stated that though the University’s compensation system analysis was very dependent on the external market pay studies, he wished that he could utilize an automated job valuing system to help place unique and hybrid positions (non-benchmark) along an internal pay line and established compensation structure. He made a comment about “going back” to job evaluation so the University compensation system could “go forward” with more meaningful internal job analysis to support external market pay data points.
During the software demonstration, I stated that the combination of an automated internal job valuing and external market pay comparison system provides the best of both processes to build and maintain an equitable and competitive compensation program. I mentioned that they may want to work with one of the national market pay data aggregator firms like IBM’s Kenexa CompAnalyst and our very competitively priced DBCompensation software to meet their compensation management system needs and leave behind the current use of extensive Excel spreadsheet analysis for automated job evaluation and market pay analysis.
Today, a growing number of new vehicles offer a front dash monitor that allows the driver to visually look forward while their car is moving in a reverse direction.
With time and greater confidence, the driver does not have to physically look backwards over their shoulder to direct the vehicle. With software technology, compensation professionals are able to look forward with market pay studies analysis and integrated job valuing systems without physically returning to the labor-intensive and dated job rating days.