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.