Question 1

Which of the following methods of job evaluation is the fastest, simplest, and easiest to explain to employees?

Accepted Answer

A) ranking 
B) classification 
C) point method 
D) absolution 
E) benchmarking 
A) ranking 
B) classification 
C) point method 
D) absolution 
E) benchmarking A

Question 2

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

Accepted Answer

A) True 
 B)False  True

Question 3

Use a book-shelf analogy to explain the classification job evaluation method.

Accepted Answer

Picture a bookcase with many shelves. Each shelf is labelled with a paragraph describing the kinds of books on that shelf and, perhaps, one or two representative titles.

Question 4

Which of the following is the first step in the design of a point plan for job evaluation?

Accepted Answer

A) determine factor weights 
B) prepare a communication manual 
C) establish plan for non-benchmark jobs 
D) determine compensable factors 
E) conduct job analysis 
A) determine factor weights 
B) prepare a communication manual 
C) establish plan for non-benchmark jobs 
D) determine compensable factors 
E) conduct job analysis

Question 5

To be useful, compensable factors should be:

Accepted Answer

A) based on the strategy of the organization's competitors 
B) acceptable to the stakeholders affected by the resulting pay structure 
C) based on the strategy but not the values of the organization 
D) constant during major shifts in business strategies 
E) standardized across all employers 
A) based on the strategy of the organization's competitors 
B) acceptable to the stakeholders affected by the resulting pay structure 
C) based on the strategy but not the values of the organization 
D) constant during major shifts in business strategies 
E) standardized across all employers

Question 6

Point plans represent a significant change from ranking and classification methods in that:

Accepted Answer

A) they assign the task of evaluation to a single employee 
B) they do not involve conducting job analysis 
C) they make explicit the criteria for evaluating jobs 
D) they cannot be applied to non-benchmark jobs 
E) they list jobs from highest to lowest based on a global definition of value 
A) they assign the task of evaluation to a single employee 
B) they do not involve conducting job analysis 
C) they make explicit the criteria for evaluating jobs 
D) they cannot be applied to non-benchmark jobs 
E) they list jobs from highest to lowest based on a global definition of value

Question 7

The last step involved in the point method of job evaluation is determining the compensable factors.

Accepted Answer

A) True 
 B)False

Question 8

The last step involved in the point method of job evaluation is determining the compensable factors.

Accepted Answer

A) True 
 B)False

Question 9

List the steps involved in the design of a point plan.

Accepted Answer

The six steps involved in the design of

Question 10

Which of the following job evaluation methods is based on job class descriptions into which jobs are categorized?

Accepted Answer

A) alternation ranking method 
B) paired comparison method 
C) simple ranking method 
D) point method 
E) classification method 
A) alternation ranking method 
B) paired comparison method 
C) simple ranking method 
D) point method 
E) classification method

Question 11

Which of the following is the final step involved in the design of a point plan for job evaluation?

Accepted Answer

A) communicate the plan and train users 
B) prepare a communication manual 
C) conduct job analysis 
D) apply plan to non-benchmark jobs 
E) determine compensable factors 
A) communicate the plan and train users 
B) prepare a communication manual 
C) conduct job analysis 
D) apply plan to non-benchmark jobs 
E) determine compensable factors

Question 12

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

Accepted Answer

A) Simple ranking method 
B) Paired comparison method 
C) Classification method 
D) Alternation ranking method 
E) Point method 
A) Simple ranking method 
B) Paired comparison method 
C) Classification method 
D) Alternation ranking method 
E) Point method

Question 13

In point method of evaluation, compensable factors do not communicate what is valued.

Accepted Answer

A) True 
 B)False

Question 14

are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Accepted Answer

A) Factor degrees 
B) Compensable factors 
C) Factor weights 
D) Job benchmarks 
E) Pursuable features 
A) Factor degrees 
B) Compensable factors 
C) Factor weights 
D) Job benchmarks 
E) Pursuable features

Question 15

Writing class descriptions is easiest when jobs from several job families are covered by a single plan.

Accepted Answer

A) True 
 B)False

Question 16

The last step involved in the point method of job evaluation is determining the compensable factors.

Accepted Answer

A) True 
 B)False

Question 17

Typically, employers evaluate all jobs in the organization at one time.

Accepted Answer

A) True 
 B)False

Question 18

Job content matters, but it is not the only basis for setting pay.

Accepted Answer

A) True 
 B)False

Question 19

List two ways of ranking job descriptions.

Accepted Answer

Alternatio

Question 20

Which of the following job evaluation methods has compensable factors, weights reflecting the relative importance of each factor, and factor degrees numerically scaled?

Accepted Answer

A) competency-based plan 
B) point method 
C) paired comparison method 
D) ranking 
E) classification 
A) competency-based plan 
B) point method 
C) paired comparison method 
D) ranking 
E) classification

Which of the following methods of job evaluation is the fastest, simplest, and easiest to explain to employees?

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

Use a book-shelf analogy to explain the classification job evaluation method.

Which of the following is the first step in the design of a point plan for job evaluation?

To be useful, compensable factors should be:

Point plans represent a significant change from ranking and classification methods in that:

The last step involved in the point method of job evaluation is determining the compensable factors.

The last step involved in the point method of job evaluation is determining the compensable factors.

List the steps involved in the design of a point plan.

Which of the following job evaluation methods is based on job class descriptions into which jobs are categorized?

Which of the following is the final step involved in the design of a point plan for job evaluation?

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

In point method of evaluation, compensable factors do not communicate what is valued.

are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Writing class descriptions is easiest when jobs from several job families are covered by a single plan.

The last step involved in the point method of job evaluation is determining the compensable factors.

Typically, employers evaluate all jobs in the organization at one time.

Job content matters, but it is not the only basis for setting pay.

List two ways of ranking job descriptions.

Which of the following job evaluation methods has compensable factors, weights reflecting the relative importance of each factor, and factor degrees numerically scaled?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

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 5: Job-Based Structures and Job Evaluation

Which of the following methods of job evaluation is the fastest, simplest, and easiest to explain to employees?

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

Use a book-shelf analogy to explain the classification job evaluation method.

Which of the following is the first step in the design of a point plan for job evaluation?

To be useful, compensable factors should be:

Point plans represent a significant change from ranking and classification methods in that:

The last step involved in the point method of job evaluation is determining the compensable factors.

The last step involved in the point method of job evaluation is determining the compensable factors.

List the steps involved in the design of a point plan.

Which of the following job evaluation methods is based on job class descriptions into which jobs are categorized?

Which of the following is the final step involved in the design of a point plan for job evaluation?

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

In point method of evaluation, compensable factors do not communicate what is valued.

are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Writing class descriptions is easiest when jobs from several job families are covered by a single plan.

The last step involved in the point method of job evaluation is determining the compensable factors.

Typically, employers evaluate all jobs in the organization at one time.

Job content matters, but it is not the only basis for setting pay.

List two ways of ranking job descriptions.

Which of the following job evaluation methods has compensable factors, weights reflecting the relative importance of each factor, and factor degrees numerically scaled?

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

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