Which group should be consulted in addition to employees to assess the total compensation system?

Consulting top management when assessing the total compensation system is crucial because they hold a broader strategic perspective of the organization's goals, financial capabilities, and overall direction. Management can provide insights into how compensation aligns with the company’s objectives and whether the existing system supports employee retention, performance, and satisfaction in relation to the company's mission.

Top management is typically involved in high-level decision-making and can offer a comprehensive view of how compensation structures may impact the business as a whole, including profitability and employee engagement. Their input is essential in evaluating current compensation practices against desired outcomes and enables a cohesive strategy that considers both employee needs and organizational priorities.

In contrast, while customers can provide feedback on the perceived value of products or services, they do not have a stake in the internal compensation system. Competitors can provide information about market trends but are not directly involved in the organization’s compensation strategies, and local government officials primarily engage with regulatory compliance rather than the specific design of a compensation system. Thus, they would not offer the strategic insight needed for a thorough evaluation.