Question 1

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

Accepted Answer

A) valid 
B) reliable 
C) systematic 
D) unpredictable 
E) random 
A) valid 
B) reliable 
C) systematic 
D) unpredictable 
E) random

Question 2

What are the two types of skill plans?

Accepted Answer

Skill plans can focus on depth (e.g., sp

Question 3

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

Accepted Answer

A) True 
 B)False

Question 4

In a skill-based structure, managers' focus is on:

Accepted Answer

A) linking employees to the job done. 
B) controlling costs solely via pay for job. 
C) promotion and placement. 
D) providing training. 
E) controlling costs solely via budget increase. 
A) linking employees to the job done. 
B) controlling costs solely via pay for job. 
C) promotion and placement. 
D) providing training. 
E) controlling costs solely via budget increase.

Question 5

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

Accepted Answer

A) True 
 B)False

Question 6

In the context of job evaluation, how can an organization improve employee acceptability?

Accepted Answer

Several devices are used to assess and i

Question 7

How do competencies motivate behaviour toward organization objectives?

Accepted Answer

Competencies provide guidelines for beha

Question 8

What is the purpose of a skill-based structure?

Accepted Answer

It supports the strategy and o

Question 9

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

Accepted Answer

A) True 
 B)False

Question 10

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is true of job evaluation?

Accepted Answer

A) Job evaluation influences internal pay structures. 
B) Job evaluation is free of gender bias. 
C) Job evaluation fixes pay scale for each employee in every organizations. 
D) Job evaluation involves periodical assessment of employees' performance. 
E) Job evaluation is free of subjectivity. 
A) Job evaluation influences internal pay structures. 
B) Job evaluation is free of gender bias. 
C) Job evaluation fixes pay scale for each employee in every organizations. 
D) Job evaluation involves periodical assessment of employees' performance. 
E) Job evaluation is free of subjectivity.

Question 12

Observable behaviours that indicate the level of competency within each competency set are known as:

Accepted Answer

A) cognitive patterns 
B) core mnemonics 
C) competence builders 
D) core competencies 
E) competency indicators 
A) cognitive patterns 
B) core mnemonics 
C) competence builders 
D) core competencies 
E) competency indicators

Question 13

Competency indicators translate the core competencies into specific actions.

Accepted Answer

A) True 
 B)False

Question 14

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is the first step in determining an internal skill-based structure?

Accepted Answer

A) arranging skill blocks into a skill structure 
B) performing skill analysis 
C) describing and evaluating the skills 
D) grouping related skills into a single unit 
E) performing skill certification 
A) arranging skill blocks into a skill structure 
B) performing skill analysis 
C) describing and evaluating the skills 
D) grouping related skills into a single unit 
E) performing skill certification

Question 16

In the context of job evaluation, validity is defined as:

Accepted Answer

A) the degree to which different evaluators produce the same results 
B) the ability of employees to request a re-evaluation of skills 
C) the degree to which the evaluation achieves the desired results 
D) a skill-based approach for determining pay 
E) the underlying, broadly applicable knowledge needed to perform a job effectively 
A) the degree to which different evaluators produce the same results 
B) the ability of employees to request a re-evaluation of skills 
C) the degree to which the evaluation achieves the desired results 
D) a skill-based approach for determining pay 
E) the underlying, broadly applicable knowledge needed to perform a job effectively

Question 17

Which of the following individuals possesses "personal characteristics" competency?

Accepted Answer

A) Joshua possesses leadership skills. 
B) Katie works constantly to improve customer interaction. 
C) Jake demonstrates an uncompromising integrity toward company values. 
D) Eric works respectfully in multicultural environments. 
E) Lisa shows interest in developing others. 
A) Joshua possesses leadership skills. 
B) Katie works constantly to improve customer interaction. 
C) Jake demonstrates an uncompromising integrity toward company values. 
D) Eric works respectfully in multicultural environments. 
E) Lisa shows interest in developing others.

Question 18

What is the process for determining a skill-based structure?

Accepted Answer

It begins with a skill analysis, which i

Question 19

One of the advantages of skill-based pay is continuous learning.

Accepted Answer

A) True 
 B)False

Question 20

Reliability of job evaluation can be measured by:

Accepted Answer

A) the degree of agreement between rankings that resulted from the job evaluation 
B) determining the degree to which the job evaluation achieved the desired results 
C) determining the degree to which the job evaluation method is accepted by employees 
D) hit rates-the degree to which the job evaluation plan matches an agreed-upon ranking 
E) determining if different evaluators produce the same results 
A) the degree of agreement between rankings that resulted from the job evaluation 
B) determining the degree to which the job evaluation achieved the desired results 
C) determining the degree to which the job evaluation method is accepted by employees 
D) hit rates-the degree to which the job evaluation plan matches an agreed-upon ranking 
E) determining if different evaluators produce the same results

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

What are the two types of skill plans?

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

In a skill-based structure, managers' focus is on:

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

In the context of job evaluation, how can an organization improve employee acceptability?

How do competencies motivate behaviour toward organization objectives?

What is the purpose of a skill-based structure?

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Which of the following is true of job evaluation?

Observable behaviours that indicate the level of competency within each competency set are known as:

Competency indicators translate the core competencies into specific actions.

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Which of the following is the first step in determining an internal skill-based structure?

In the context of job evaluation, validity is defined as:

Which of the following individuals possesses "personal characteristics" competency?

What is the process for determining a skill-based structure?

One of the advantages of skill-based pay is continuous learning.

Reliability of job evaluation can be measured by:

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

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

What are the two types of skill plans?

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

In a skill-based structure, managers' focus is on:

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

In the context of job evaluation, how can an organization improve employee acceptability?

How do competencies motivate behaviour toward organization objectives?

What is the purpose of a skill-based structure?

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Which of the following is true of job evaluation?

Observable behaviours that indicate the level of competency within each competency set are known as:

Competency indicators translate the core competencies into specific actions.

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Which of the following is the first step in determining an internal skill-based structure?

In the context of job evaluation, validity is defined as:

Which of the following individuals possesses "personal characteristics" competency?

What is the process for determining a skill-based structure?

One of the advantages of skill-based pay is continuous learning.

Reliability of job evaluation can be measured by:

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