Without any grade structure, a job-based pay strategy could involve how many different reward strategies in one organization?

A job-based pay strategy without a predefined grade structure allows for a highly flexible approach to compensation management, making it possible for organizations to implement numerous distinct reward strategies based on various job roles, individual performance, market conditions, and organizational needs.

In this context, "hundreds" accurately reflects the complexity and diversity that can arise from such a strategy. Each job may require a unique compensation approach that considers different factors, including skills, responsibilities, and the external market, leading to a multitude of combinations and variations in pay structures.

Therefore, the potential for hundreds of different reward strategies stems from the ability to customize compensation plans to suit a wide range of positions and scenarios within one organization, enabling more tailored and effective compensation practices.