Job evaluation is primarily used to develop which of the following?

Job evaluation is a systematic process used to determine the relative worth of jobs within an organization. The primary goal of job evaluation is to establish a structured framework for creating equitable pay rates based on the responsibilities, skills, and organizational value of each job. By evaluating jobs, organizations can create a network of pay rates that reflect the hierarchies and comparative worth of the positions within their workforce. This ensures that compensation aligns with the complexity and importance of roles, promoting fairness and consistency in pay practices.

The other options, while related to job structure and employee satisfaction, do not directly stem from the job evaluation process. Employee job satisfaction metrics generally measure how fulfilled employees feel in their roles, which is not the focus of job evaluation. External market analysis reports pertain more to how an organization’s pay compares with competitors and are typically informed by market research rather than the internal evaluation of job worth. Job description frameworks are indeed related to job evaluation, as job descriptions can be developed using insights from the job evaluation process, but they do not represent the end goal of establishing compensation structures, which is the network of pay rates.