Which of the following is NOT a recognized approach to internal reward alignment?

The group-based approach is not recognized as a standard method for internal reward alignment. Internal reward alignment typically focuses on individual roles and contributions rather than group dynamics.

The job-based approach centers on aligning rewards with the specific responsibilities and requirements of a job, ensuring that compensation fairly reflects the value of each position within the organization. It is firmly rooted in job analysis and aims to create equity based on the nature of the work performed.

The comparison approach involves assessing different jobs internally against each other to establish relative worth and compensation structures. This method often utilizes job evaluation techniques to ensure that similar roles are compensated similarly, promoting internal equity among employees.

The skill-based approach emphasizes rewarding employees based on their distinct skills and competencies rather than just the job they perform. By aligning compensation with skill sets, organizations can encourage employee development and reward adaptability and learning.

In summary, while job-based, comparison, and skill-based approaches are all grounded in internal reward alignment, focusing on individual roles and contributions, the group-based approach lacks the same level of recognition and application within conventional compensation strategies.