Question 1

Which of the following is true about job evaluation?

Accepted Answer

A) It is used to establish an internally aligned pay structure. 
B) It is seldom developed using benchmark jobs. 
C) Employers design a single evaluation plan for all types of work. 
D) Typically, an employer evaluates all jobs in the organization at the same time. 
E) It isolates each job's pay from its relative contribution to the organization. 
A) It is used to establish an internally aligned pay structure. 
B) It is seldom developed using benchmark jobs. 
C) Employers design a single evaluation plan for all types of work. 
D) Typically, an employer evaluates all jobs in the organization at the same time. 
E) It isolates each job's pay from its relative contribution to the organization.

Question 2

To select compensable factors, an organization:

Accepted Answer

A) completes a cultural assessment 
B) requires that all staff conduct a self-evaluation 
C) conducts a gap analysis 
D) interviews all staff to determine what is important to them 
E) asks what it is about the work that adds value 
A) completes a cultural assessment 
B) requires that all staff conduct a self-evaluation 
C) conducts a gap analysis 
D) interviews all staff to determine what is important to them 
E) asks what it is about the work that adds value

Question 3

A job structure based on job content refers to the skills required for the job, its duties, and its responsibilities.

Accepted Answer

A) True 
 B)False

Question 4

What are the characteristics of an internally aligned pay structure?

Accepted Answer

An internally aligned pay stru

Question 5

Which of the following is the first step in the process of determining an internal job structure?

Accepted Answer

A) determining compensable factors 
B) job evaluation 
C) job analysis 
D) factor weighting 
E) assessing value 
A) determining compensable factors 
B) job evaluation 
C) job analysis 
D) factor weighting 
E) assessing value

Question 6

The contents of a benchmark job are not stable; they vary frequently.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is a characteristic of a benchmark job?

Accepted Answer

A) It is unique to a particular employer. 
B) It is the highest paid job in the industry. 
C) Its contents are little known. 
D) It employs a reasonable proportion of the workforce. 
E) Its contents fluctuate frequently. 
A) It is unique to a particular employer. 
B) It is the highest paid job in the industry. 
C) Its contents are little known. 
D) It employs a reasonable proportion of the workforce. 
E) Its contents fluctuate frequently.

Question 8

Mention some major decisions in job evaluation.

Accepted Answer

Some major decisions in job evaluation a

Question 9

Organizations commonly have a single structure derived through multiple approaches that apply to different functional groups or units.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an advantage of the ranking method of evaluation?

Accepted Answer

A) It frees the process of evaluation from subjectivity. 
B) It is fast, simple, and easy to explain. 
C) It does not require the evaluator to know about all jobs under study. 
D) It is best suited for a rapidly growing organization. 
E) It makes the criteria for evaluating jobs explicit. 
A) It frees the process of evaluation from subjectivity. 
B) It is fast, simple, and easy to explain. 
C) It does not require the evaluator to know about all jobs under study. 
D) It is best suited for a rapidly growing organization. 
E) It makes the criteria for evaluating jobs explicit.

Question 11

Establish the difference between a job structure based on job content and one based on job value.

Accepted Answer

A structure based on job content refers

Question 12

Mention a disadvantage of ranking.

Accepted Answer

It becomes cumbersom

Question 13

Which of the following is a disadvantage of point method of job evaluation?

Accepted Answer

A) It compensable factors are not aligned with the organization's strategy. 
B) Compensable factors do not communicate what is valued. 
C) It cannot be applied to non-benchmark jobs. 
D) It can become bureaucratic and rule-bound. 
E) Basis for comparisons is not called out. 
A) It compensable factors are not aligned with the organization's strategy. 
B) Compensable factors do not communicate what is valued. 
C) It cannot be applied to non-benchmark jobs. 
D) It can become bureaucratic and rule-bound. 
E) Basis for comparisons is not called out.

Question 14

is the hierarchy of all jobs based on value to the organization which provides the basis for the pay structure.

Accepted Answer

A) Job description 
B) Job process 
C) Work culture 
D) Factor degree 
E) Job structure 
A) Job description 
B) Job process 
C) Work culture 
D) Factor degree 
E) Job structure

Question 15

What are the characteristics of a benchmark job?

Accepted Answer

A benchmark job has the following charac

Question 16

Compensable factors must be consistent with the organization's strategy and values.

Accepted Answer

A) True 
 B)False

Question 17

reflect differences in importance attached to each factor by the employer.

Accepted Answer

A) Factor scales 
B) Factor degrees 
C) Value chains 
D) Factor levels 
E) Factor weights 
A) Factor scales 
B) Factor degrees 
C) Value chains 
D) Factor levels 
E) Factor weights

Question 18

Describe the two common ways of ranking.

Accepted Answer

Two ways of ranking are common: alternat

Question 19

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is a criterion used in scaling factors?

Accepted Answer

A) limit degrees to those necessary to distinguish between jobs 
B) use sophisticated terminology in order to be perceived as important 
C) ensure the degree is separated from the job 
D) ensure the use of more than five degrees per factor 
E) have no more than five degrees per factor 
A) limit degrees to those necessary to distinguish between jobs 
B) use sophisticated terminology in order to be perceived as important 
C) ensure the degree is separated from the job 
D) ensure the use of more than five degrees per factor 
E) have no more than five degrees per factor

Which of the following is true about job evaluation?

To select compensable factors, an organization:

A job structure based on job content refers to the skills required for the job, its duties, and its responsibilities.

What are the characteristics of an internally aligned pay structure?

Which of the following is the first step in the process of determining an internal job structure?

The contents of a benchmark job are not stable; they vary frequently.

Which of the following is a characteristic of a benchmark job?

Mention some major decisions in job evaluation.

Organizations commonly have a single structure derived through multiple approaches that apply to different functional groups or units.

Which of the following is an advantage of the ranking method of evaluation?

Establish the difference between a job structure based on job content and one based on job value.

Mention a disadvantage of ranking.

Which of the following is a disadvantage of point method of job evaluation?

is the hierarchy of all jobs based on value to the organization which provides the basis for the pay structure.

What are the characteristics of a benchmark job?

Compensable factors must be consistent with the organization's strategy and values.

reflect differences in importance attached to each factor by the employer.

Describe the two common ways of ranking.

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

Which of the following is a criterion used in scaling factors?

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 is true about job evaluation?

To select compensable factors, an organization:

A job structure based on job content refers to the skills required for the job, its duties, and its responsibilities.

What are the characteristics of an internally aligned pay structure?

Which of the following is the first step in the process of determining an internal job structure?

The contents of a benchmark job are not stable; they vary frequently.

Which of the following is a characteristic of a benchmark job?

Mention some major decisions in job evaluation.

Organizations commonly have a single structure derived through multiple approaches that apply to different functional groups or units.

Which of the following is an advantage of the ranking method of evaluation?

Establish the difference between a job structure based on job content and one based on job value.

Mention a disadvantage of ranking.

Which of the following is a disadvantage of point method of job evaluation?

is the hierarchy of all jobs based on value to the organization which provides the basis for the pay structure.

What are the characteristics of a benchmark job?

Compensable factors must be consistent with the organization's strategy and values.

reflect differences in importance attached to each factor by the employer.

Describe the two common ways of ranking.

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

Which of the following is a criterion used in scaling factors?

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