Conducting a thorough job analysis to draft specific and accurate job descriptions is just one part of creating a pay structure that supports the organization strategy, helps with work flow and motivates employees to achieve the organization’s objectives. Ultimately, organizations need to understand what work is completed and determine how to compensate employees for completing the work. Some organizations look at the tasks being completed and assign value to the work, others base pay on each person’s skills, knowledge and experience. Organizations which choose to compensate employees based on tasks may determine the value of work using current market values, if they are available. Task or job pay structures use a variety of methods to evaluate jobs and, as with most evaluation methods, each has advantages and disadvantages. In the end, the job evaluation process results in a hierarchy of work which supports internal alignment while still being adaptable to changing conditions. Organizations which choose to generate a pay structure based on skills or competency must still collect information and establish certification methods. In the end, it does not matter which method is used as long as the designed plan can be implemented fairly, communicated clearly to employees, and is reliable, valid and accepted by employees. In this Assignment, you will consider the relationship between job analysis and internal alignment. You will examine how management uses the data gathered during a job analysis. In addition, you will analyze the advantages and disadvantages of using quantitative methods in conducting a job analysis. To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, the respond to the following bullet points in a 3- to 4-page paper: Analyze what job analysis has to do with internal alignment. Using the steps outlined in the Discussion, examine the decisions involved in job analysis and how task data and behavioral data are used in management decision making. Analyze two critical advantages and two disadvantages of quantitative approaches to job analysis, such as regression analysis, over traditional approaches to job analysis, such as job description, interviews, review of job content, employee data and questionnaires.