Exam 6: Person-Based Structures

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

Free

(True/False)

4.9/5

(41)

Question 1

Correct Answer:

Verified

True

What is the relevance of certification in a multiskill system?

Free

(Essay)

4.8/5

(28)

Question 2

Correct Answer:

Verified

Employees in a multiskill system earn pay increases by acquiring new knowledge, but the knowledge is specific to a range of related jobs.Pay increases come with certification of new skills, rather than with job assignments.Employees can then be assigned to any of the jobs for which they are certified, based on the flow of work.

Scaled competency indicators are similar to degrees of compensable factors.

Free

(True/False)

4.8/5

(45)

Question 3

Correct Answer:

Verified

True

Which of the following is most likely to be a disadvantage of skill-based pay plans?

(Multiple Choice)

4.9/5

(29)

Question 4

Lisa is a manager at Trell Inc.When she hires her employees, she focuses on finding the right job for the right person.Which of the following pay plans is her employer most likely using?

(Multiple Choice)

4.9/5

(36)

Question 5

Skill-based pay plans can focus on both the depth and breadth of work.

(True/False)

4.9/5

(38)

Question 6

By encouraging employees to take charge of their own development, skill-based plans may give them more control over their work lives.

(True/False)

4.8/5

(24)

Question 7

A camper is an employee who _____ in a skill-based pay system.

(Multiple Choice)

4.8/5

(40)

Question 8

Compared to an on-demand review of certifications, scheduling fixed review points makes it easier to budget and control payroll increases.

(True/False)

4.8/5

(43)

Question 9

Skill-based plans tend to work best in organizations using a(n) _____ strategy.

(Multiple Choice)

4.8/5

(43)

Question 10

A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.

(Multiple Choice)

4.8/5

(38)

Question 11

Who among the following is most likely to be working for a company that uses a competency-based pay plan?

(Multiple Choice)

4.8/5

(31)

Question 12

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

(True/False)

4.9/5

(31)

Question 13

_____ translate each core competency into action.

(Multiple Choice)

4.8/5

(38)

Question 14

The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.

(Multiple Choice)

4.8/5

(42)

Question 15

The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.

(Multiple Choice)

4.9/5

(31)

Question 16

Who among the following is examining the validity of a job evaluation?

(Multiple Choice)

4.8/5

(31)

Question 17

A study of 400 compensation specialists revealed that:

(Multiple Choice)

4.8/5

(38)

Question 18

In virtually all the studies on job evaluation, job-based evaluation is treated as a measurement device.

(True/False)

4.9/5

(35)

Question 19

Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.

(True/False)

4.8/5

(34)

Question 20

Showing 1 - 20 of 55

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

What is the relevance of certification in a multiskill system?

Scaled competency indicators are similar to degrees of compensable factors.

Which of the following is most likely to be a disadvantage of skill-based pay plans?

Lisa is a manager at Trell Inc.When she hires her employees, she focuses on finding the right job for the right person.Which of the following pay plans is her employer most likely using?

Skill-based pay plans can focus on both the depth and breadth of work.

By encouraging employees to take charge of their own development, skill-based plans may give them more control over their work lives.

A camper is an employee who _____ in a skill-based pay system.

Compared to an on-demand review of certifications, scheduling fixed review points makes it easier to budget and control payroll increases.

Skill-based plans tend to work best in organizations using a(n) _____ strategy.

A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.

Who among the following is most likely to be working for a company that uses a competency-based pay plan?

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

_____ translate each core competency into action.

The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.

The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.

Who among the following is examining the validity of a job evaluation?

A study of 400 compensation specialists revealed that:

In virtually all the studies on job evaluation, job-based evaluation is treated as a measurement device.

Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

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