Job-value structure does NOT help to answer what question?

Job-value structure is primarily focused on understanding how different jobs are valued within an organization based on factors such as skills, responsibilities, and market conditions. Its main objectives include establishing a fair pay structure, evaluating the significance of various roles, and determining the critical nature of jobs in relation to the organization's goals.

The question of who should be recruited for jobs generally falls under the domain of recruitment strategies, which involve assessing qualifications, experience, and the potential fit of candidates for specific roles within the organization. This process is more aligned with talent acquisition and workforce planning rather than the evaluation of job value or pay structures.

In contrast, queries regarding the pay structure, job performance evaluation, and the identification of critical jobs are directly linked to job-value structure. Pay structure relies on job evaluation to determine appropriate compensation levels. Job performance evaluation can utilize job-value insights to align assessments with the responsibilities and expectations set forth for various positions. Additionally, identifying which jobs are most critical is connected to understanding the value that each job brings to the organization, which is fundamental to effective job-value analysis.