The best initial step to ensure internal pay equity is to conduct a job analysis (C). At the SPHR level, internal equity depends on accurately understanding and comparing jobs based on content—not incumbents or current pay.
Job analysis systematically gathers information about duties, responsibilities, required skills, effort, and working conditions. This information forms the foundation for job evaluation, job descriptions, and equitable compensation decisions. Without job analysis, compensation structures risk being based on assumptions, legacy pay practices, or market pressure alone.
Creating job descriptions (A) is a later step that relies on job analysis data. Benchmarking salaries (D) supports external equity but does not address internal consistency. Developing a salary structure from current pay (B) perpetuates inequities rather than correcting them.
SPHR exam content emphasizes that internal equity must be established before addressing market competitiveness or pay structure redesign.
References :
HRCI SPHR Exam Content Outline — Functional Area: Total Rewards (job analysis; internal equity).
HRCI SPHR Study Guide — Foundations of equitable compensation systems.
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