Question 1

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

Accepted Answer

A) True 
 B)False  False

Question 2

Which of the following is an advantage of competency-based systems?

Accepted Answer

A) They are free of vagueness and subjectivity. 
B) They are more flexible than job-based pay systems. 
C) They are free of perceptual biases. 
D) They eliminate the need to control costs. 
E) They are free of potential bureaucracy. 
A) They are free of vagueness and subjectivity. 
B) They are more flexible than job-based pay systems. 
C) They are free of perceptual biases. 
D) They eliminate the need to control costs. 
E) They are free of potential bureaucracy. B

Question 3

Reliability refers to the degree to which the evaluation achieves the desired results.

Accepted Answer

A) True 
 B)False  False

Question 4

A limitation of a competency-based structure is that it requires cost controls.

Accepted Answer

A) True 
 B)False

Question 5

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

Accepted Answer

A) job-based 
B) skill-based 
C) mission-based 
D) opportunity-based 
E) task-based 
A) job-based 
B) skill-based 
C) mission-based 
D) opportunity-based 
E) task-based

Question 6

Which of the following is true about certification methods?

Accepted Answer

A) Recertification has been replaced with one-time certification. 
B) Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points.. 
C) Certification cannot be accomplished through on-the-job demonstrations. 
D) Certification cannot be accomplished through peer review. 
E) Scheduling makes it more difficult to budget and control payroll increases. 
A) Recertification has been replaced with one-time certification. 
B) Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points.. 
C) Certification cannot be accomplished through on-the-job demonstrations. 
D) Certification cannot be accomplished through peer review. 
E) Scheduling makes it more difficult to budget and control payroll increases.

Question 7

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

Accepted Answer

A) work-based pay structure 
B) duty-based pay structure 
C) task-based pay structure 
D) skill-based pay structure 
E) assignment-based pay structure 
A) work-based pay structure 
B) duty-based pay structure 
C) task-based pay structure 
D) skill-based pay structure 
E) assignment-based pay structure

Question 8

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Accepted Answer

While skill- and job-based systems focus

Question 9

Research on skill-based plans has shown that skill-based plans:

Accepted Answer

A) do not provide enough motivation for individuals to increase their skills 
B) are not affected by organizational strategy 
C) are generally well accepted by employees 
D) are long-term initiatives for specific settings 
E) encourage employees to focus on seeking promotions to earn more pay 
A) do not provide enough motivation for individuals to increase their skills 
B) are not affected by organizational strategy 
C) are generally well accepted by employees 
D) are long-term initiatives for specific settings 
E) encourage employees to focus on seeking promotions to earn more pay

Question 10

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

Accepted Answer

A) True 
 B)False

Question 11

In a skill-based structure:

Accepted Answer

A) managers focus on providing training rather than promoting 
B) individuals are paid only for those certified skills that are required to perform their job 
C) employees seek promotions to earn more pay rather than enhancing their knowledge 
D) managers control costs via pay for job rather than certification 
E) employees are paid for their assigned jobs, regardless of the knowledge they possess 
A) managers focus on providing training rather than promoting 
B) individuals are paid only for those certified skills that are required to perform their job 
C) employees seek promotions to earn more pay rather than enhancing their knowledge 
D) managers control costs via pay for job rather than certification 
E) employees are paid for their assigned jobs, regardless of the knowledge they possess

Question 12

Lack of consistency among evaluators:

Accepted Answer

A) increases when employees are unionized 
B) is common when evaluators work in similar jobs to those being evaluated 
C) can be reduced by training 
D) is a greater problem in quantitative job evaluation than conventional job evaluation 
E) has little effect on results 
A) increases when employees are unionized 
B) is common when evaluators work in similar jobs to those being evaluated 
C) can be reduced by training 
D) is a greater problem in quantitative job evaluation than conventional job evaluation 
E) has little effect on results

Question 13

The purpose of job-based and person-based procedures is to:

Accepted Answer

A) to match pay levels in competing markets 
B) design and manage an internal pay structure that helps achieve the organization's objectives 
C) understand the level of competition with other organizations 
D) to exceed the pay levels in competing markets 
E) use outside consultants for internal decisions 
A) to match pay levels in competing markets 
B) design and manage an internal pay structure that helps achieve the organization's objectives 
C) understand the level of competition with other organizations 
D) to exceed the pay levels in competing markets 
E) use outside consultants for internal decisions

Question 14

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

Accepted Answer

A) True 
 B)False

Question 15

What are the recommendations that can ensure that job evaluation plans are bias-free?

Accepted Answer

Several recommendations seek to ensure t

Question 16

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Accepted Answer

A) The evaluation plan matched an agreed-upon pay structure. 
B) The majority of the employees found the evaluation acceptable. 
C) All the evaluators produced the same results. 
D) The evaluation achieved the desired results. 
E) The evaluation was found to be subjective. 
A) The evaluation plan matched an agreed-upon pay structure. 
B) The majority of the employees found the evaluation acceptable. 
C) All the evaluators produced the same results. 
D) The evaluation achieved the desired results. 
E) The evaluation was found to be subjective.

Question 17

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

Accepted Answer

A) True 
 B)False

Question 18

The primary purpose of using an appeal process for job evaluation results is to:

Accepted Answer

A) ensure that different evaluators produce the same results after job evaluation 
B) set pay level of the employees below that of the competitors 
C) provide employees' with the opportunity to request skills re-evaluation 
D) reduce employee interest in unionization 
E) reduce employee involvement in the job evaluation process 
A) ensure that different evaluators produce the same results after job evaluation 
B) set pay level of the employees below that of the competitors 
C) provide employees' with the opportunity to request skills re-evaluation 
D) reduce employee interest in unionization 
E) reduce employee involvement in the job evaluation process

Question 19

Which of the following can be classified under visionary competency?

Accepted Answer

A) flexibility 
B) global perspective 
C) respect for others 
D) personal integrity 
E) loyalty 
A) flexibility 
B) global perspective 
C) respect for others 
D) personal integrity 
E) loyalty

Question 20

Which of the following is true about competencies?

Accepted Answer

A) They tend to be unfair to the employees by justifying pay differences based on inferred proficiencies. 
B) They discourage employees from assuming leadership roles. 
C) They make people lose their focus. 
D) They focus on average performance rather than optimum performance. 
E) They fail to provide a common basis for working together. 
A) They tend to be unfair to the employees by justifying pay differences based on inferred proficiencies. 
B) They discourage employees from assuming leadership roles. 
C) They make people lose their focus. 
D) They focus on average performance rather than optimum performance. 
E) They fail to provide a common basis for working together.

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

Which of the following is an advantage of competency-based systems?

Reliability refers to the degree to which the evaluation achieves the desired results.

A limitation of a competency-based structure is that it requires cost controls.

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

Which of the following is true about certification methods?

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Research on skill-based plans has shown that skill-based plans:

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

In a skill-based structure:

Lack of consistency among evaluators:

The purpose of job-based and person-based procedures is to:

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

What are the recommendations that can ensure that job evaluation plans are bias-free?

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

The primary purpose of using an appeal process for job evaluation results is to:

Which of the following can be classified under visionary competency?

Which of the following is true about competencies?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 6: Person-Based Pay Structures

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

Which of the following is an advantage of competency-based systems?

Reliability refers to the degree to which the evaluation achieves the desired results.

A limitation of a competency-based structure is that it requires cost controls.

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

Which of the following is true about certification methods?

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Research on skill-based plans has shown that skill-based plans:

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

In a skill-based structure:

Lack of consistency among evaluators:

The purpose of job-based and person-based procedures is to:

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

What are the recommendations that can ensure that job evaluation plans are bias-free?

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

The primary purpose of using an appeal process for job evaluation results is to:

Which of the following can be classified under visionary competency?

Which of the following is true about competencies?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters