Question 1

Which seems more important: the design process or the internal pay structure?

Accepted Answer

Research suggests that attending to the

Question 2

_____ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

Accepted Answer

A)  Performance evaluation 
B)  Job analysis 
C)  Job evaluation 
D)  Point factor evaluation 
A)  Performance evaluation 
B)  Job analysis 
C)  Job evaluation 
D)  Point factor evaluation

Question 3

The primary criterion for scaling compensable factors is to use the number of degrees necessary to distinguish among jobs.

Accepted Answer

A) True 
 B)False

Question 4

Effort is one of the generic compensable factors used to define equal work in the Equal Pay Act.

Accepted Answer

A) True 
 B)False

Question 5

Compensable factors and weights are derived using all the jobs in the job family to which the pay structure will be applied.

Accepted Answer

A) True 
 B)False

Question 6

How does job evaluation aid in the process of establishing an internally aligned pay structure?

Accepted Answer

The following characteristics of job eva

Question 7

What are the major decisions in a job evaluation process?

Accepted Answer

The major decisions in the job evaluatio

Question 8

What is the disadvantage of considering job evaluation as a process for linking job content and internal value with external market rates?

Accepted Answer

Aspects of job content take on value bas

Question 9

Which of the following is not a characteristic of a benchmark job?

Accepted Answer

A)  It is not unique to a particular employer. 
B)  A reasonable proportion of the work force is employed in this job. 
C)  The pay level is the best in the industry. 
D)  The content of the job relatively stable over time. 
A)  It is not unique to a particular employer. 
B)  A reasonable proportion of the work force is employed in this job. 
C)  The pay level is the best in the industry. 
D)  The content of the job relatively stable over time.

Question 10

The breadth of work is likely to be narrowest in:

Accepted Answer

A)  an executive search firm. 
B)  a hospital. 
C)  a small manufacturing company. 
D)  a university. 
A)  an executive search firm. 
B)  a hospital. 
C)  a small manufacturing company. 
D)  a university.

Question 11

This is an example of:

Accepted Answer

A)  determination of a compensable factor. 
B)  scaling of a compensable factor. 
C)  weighting a compensable factor. 
D)  a performance evaluation. 
A)  determination of a compensable factor. 
B)  scaling of a compensable factor. 
C)  weighting a compensable factor. 
D)  a performance evaluation.

Question 12

The ______ method of job evaluation is the most commonly used method in the U.S.and Europe.

Accepted Answer

A)  ranking 
B)  factor comparison 
C)  classification 
D)  point 
A)  ranking 
B)  factor comparison 
C)  classification 
D)  point

Question 13

The number of job evaluation plans an organization uses depends upon the:

Accepted Answer

A)  number of employees. 
B)  number of departments or verticals. 
C)  depth of work. 
D)  level of detail to make pay decisions. 
A)  number of employees. 
B)  number of departments or verticals. 
C)  depth of work. 
D)  level of detail to make pay decisions.

Question 14

Which of the following is not true of usage of multiple plans versus single job evaluation plans?

Accepted Answer

A)  Employers rarely evaluate all jobs in the organization at one time. 
B)  Many employers design different evaluation plans for different types of work. 
C)  Typically,a related group of jobs is used for evaluation. 
D)  A single universal plan is acceptable to employees if the work covered is highly diverse. 
A)  Employers rarely evaluate all jobs in the organization at one time. 
B)  Many employers design different evaluation plans for different types of work. 
C)  Typically,a related group of jobs is used for evaluation. 
D)  A single universal plan is acceptable to employees if the work covered is highly diverse.

Question 15

Most factor scales have between _____ degrees.

Accepted Answer

A)  6-9 
B)  4-8 
C)  3-7 
D)  2-4 
A)  6-9 
B)  4-8 
C)  3-7 
D)  2-4

Question 16

What are the two aspect of diversity in work?

Accepted Answer

Diversity in the work can be thought of

Question 17

Using policy capturing and the committee a priori approach for developing pay structures yield the same pay structure.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?

Accepted Answer

A)  Worker performance 
B)  External market 
C)  Skills required 
D)  Organizational culture 
A)  Worker performance 
B)  External market 
C)  Skills required 
D)  Organizational culture

Question 19

The Hay plan is primarily used with professional and managerial jobs.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is not a factor indicating a pay structure is aligned?

Accepted Answer

A)  Fits the external labor market 
B)  Supports organization strategy 
C)  Is fair to employees 
D)  Motivates behavior toward organization objectives 
A)  Fits the external labor market 
B)  Supports organization strategy 
C)  Is fair to employees 
D)  Motivates behavior toward organization objectives

Which seems more important: the design process or the internal pay structure?

_____ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

The primary criterion for scaling compensable factors is to use the number of degrees necessary to distinguish among jobs.

Effort is one of the generic compensable factors used to define equal work in the Equal Pay Act.

Compensable factors and weights are derived using all the jobs in the job family to which the pay structure will be applied.

How does job evaluation aid in the process of establishing an internally aligned pay structure?

What are the major decisions in a job evaluation process?

What is the disadvantage of considering job evaluation as a process for linking job content and internal value with external market rates?

Which of the following is not a characteristic of a benchmark job?

The breadth of work is likely to be narrowest in:

This is an example of:

The ______ method of job evaluation is the most commonly used method in the U.S.and Europe.

The number of job evaluation plans an organization uses depends upon the:

Which of the following is not true of usage of multiple plans versus single job evaluation plans?

Most factor scales have between _____ degrees.

What are the two aspect of diversity in work?

Using policy capturing and the committee a priori approach for developing pay structures yield the same pay structure.

Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?

The Hay plan is primarily used with professional and managerial jobs.

Which of the following is not a factor indicating a pay structure is aligned?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 5: Job-Based Structures and Job Evaluation

Which seems more important: the design process or the internal pay structure?

_____ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

The primary criterion for scaling compensable factors is to use the number of degrees necessary to distinguish among jobs.

Effort is one of the generic compensable factors used to define equal work in the Equal Pay Act.

Compensable factors and weights are derived using all the jobs in the job family to which the pay structure will be applied.

How does job evaluation aid in the process of establishing an internally aligned pay structure?

What are the major decisions in a job evaluation process?

What is the disadvantage of considering job evaluation as a process for linking job content and internal value with external market rates?

Which of the following is not a characteristic of a benchmark job?

The breadth of work is likely to be narrowest in:

This is an example of:

The ______ method of job evaluation is the most commonly used method in the U.S.and Europe.

The number of job evaluation plans an organization uses depends upon the:

Which of the following is not true of usage of multiple plans versus single job evaluation plans?

Most factor scales have between _____ degrees.

What are the two aspect of diversity in work?

Using policy capturing and the committee a priori approach for developing pay structures yield the same pay structure.

Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?

The Hay plan is primarily used with professional and managerial jobs.

Which of the following is not a factor indicating a pay structure is aligned?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters