Question 1

A criterion pay structure is a pay structure that can be duplicated with a point evaluation plan.

Accepted Answer

A) True 
 B)False

Question 2

The exchange value of a job is its _____.

Accepted Answer

A) content value 
B) performance value 
C) internal market value 
D) external market value 
A) content value 
B) performance value 
C) internal market value 
D) external market value

Question 3

Focusing on the end product of the internal alignment process, the pay structure, is more important for acceptance of the results than focusing on the approach chosen.

Accepted Answer

A) True 
 B)False

Question 4

A job description is compared to class descriptions in the _____ of job evaluation.

Accepted Answer

A) Position Analysis Questionnaire method 
B) point method 
C) Hay Group Guide Chart-Profile MethodSM 
D) classification method 
A) Position Analysis Questionnaire method 
B) point method 
C) Hay Group Guide Chart-Profile MethodSM 
D) classification method

Question 5

An advantage of the ranking method is that the basis for comparison is called out.

Accepted Answer

A) True 
 B)False

Question 6

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 is 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 is relatively stable over time.

Question 7

One of the criteria for scaling compensable factors is to ensure that the number of degrees used is necessary to distinguish among jobs.

Accepted Answer

A) True 
 B)False

Question 8

What are the characteristics of a benchmark job?

Accepted Answer

A benchmark job has the following charac

Question 9

The _____ method of job evaluation uses compensable factors.

Accepted Answer

A) classification 
B) Position Analysis Questionnaire 
C) point 
D) ranking 
A) classification 
B) Position Analysis Questionnaire 
C) point 
D) ranking

Question 10

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

Accepted Answer

A) It can leave too much room for manipulation. 
B) It can become bureaucratic and rule-bound. 
C) It does not allow for comparisons. 
D) It does not communicate what is valued. 
A) It can leave too much room for manipulation. 
B) It can become bureaucratic and rule-bound. 
C) It does not allow for comparisons. 
D) It does not communicate what is valued.

Question 11

A representative sample of benchmark jobs will include the entire domain of work being evaluated and capture the diversity of the work within that domain.

Accepted Answer

A) True 
 B)False

Question 12

The number of job evaluation plans required depends only upon the number of employees in the organization.

Accepted Answer

A) True 
 B)False

Question 13

When a statistical process is used to duplicate an existing pay structure, it is called:

Accepted Answer

A) policy capturing. 
B) committee a priori judgment approach. 
C) factor analysis. 
D) regression analysis. 
A) policy capturing. 
B) committee a priori judgment approach. 
C) factor analysis. 
D) regression analysis.

Question 14

Most factor scales have _____ 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 15

TreeWind Inc.is a bookstore that uses skill and responsibility as its compensable factors.It assigns 20 percent weight to responsibility and 80 percent weight to skill.If the responsibility factor scores a 60 after multiplying the subfactors with their corresponding weights, and if the skill factor has two subfactors that are rated as 4 and 5, what is the total weightage given to the job?

Accepted Answer

A) 40 
B) 120 
C) 420 
D) 990 
A) 40 
B) 120 
C) 420 
D) 990

Question 16

Factors are scaled after factor weights have been assigned.

Accepted Answer

A) True 
 B)False

Question 17

What are the steps in designing a point plan?

Accepted Answer

There are eight steps in the design of a

Question 18

In the context of internal alignment, which of the following is the correct sequence?

Accepted Answer

A) Job description > Pay structure > Job evaluation 
B) Job evaluation > Job description > Job structure 
C) Pay structure > Job description > Job evaluation > Job analysis 
D) Job description > Job evaluation > Job structure 
A) Job description > Pay structure > Job evaluation 
B) Job evaluation > Job description > Job structure 
C) Pay structure > Job description > Job evaluation > Job analysis 
D) Job description > Job evaluation > Job structure

Question 19

Research shows that the weights assigned to compensable factors can affect the resulting pay structure.

Accepted Answer

A) True 
 B)False

Question 20

In the point method, the second step in designing a plan is to:

Accepted Answer

A) conduct job analysis. 
B) scale the factors. 
C) determine the compensable factors. 
D) prepare a job evaluation manual. 
A) conduct job analysis. 
B) scale the factors. 
C) determine the compensable factors. 
D) prepare a job evaluation manual.

A criterion pay structure is a pay structure that can be duplicated with a point evaluation plan.

The exchange value of a job is its _____.

Focusing on the end product of the internal alignment process, the pay structure, is more important for acceptance of the results than focusing on the approach chosen.

A job description is compared to class descriptions in the _____ of job evaluation.

An advantage of the ranking method is that the basis for comparison is called out.

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

One of the criteria for scaling compensable factors is to ensure that the number of degrees used is necessary to distinguish among jobs.

What are the characteristics of a benchmark job?

The _____ method of job evaluation uses compensable factors.

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

A representative sample of benchmark jobs will include the entire domain of work being evaluated and capture the diversity of the work within that domain.

The number of job evaluation plans required depends only upon the number of employees in the organization.

When a statistical process is used to duplicate an existing pay structure, it is called:

Most factor scales have _____ degrees.

Factors are scaled after factor weights have been assigned.

What are the steps in designing a point plan?

In the context of internal alignment, which of the following is the correct sequence?

Research shows that the weights assigned to compensable factors can affect the resulting pay structure.

In the point method, the second step in designing a plan is to:

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Person-Based Structures

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

Exam 5: Job-Based Structures and Job Evaluation

A criterion pay structure is a pay structure that can be duplicated with a point evaluation plan.

The exchange value of a job is its _____.

Focusing on the end product of the internal alignment process, the pay structure, is more important for acceptance of the results than focusing on the approach chosen.

A job description is compared to class descriptions in the _____ of job evaluation.

An advantage of the ranking method is that the basis for comparison is called out.

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

One of the criteria for scaling compensable factors is to ensure that the number of degrees used is necessary to distinguish among jobs.

What are the characteristics of a benchmark job?

The _____ method of job evaluation uses compensable factors.

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

A representative sample of benchmark jobs will include the entire domain of work being evaluated and capture the diversity of the work within that domain.

The number of job evaluation plans required depends only upon the number of employees in the organization.

When a statistical process is used to duplicate an existing pay structure, it is called:

Most factor scales have _____ degrees.

Factors are scaled after factor weights have been assigned.

What are the steps in designing a point plan?

In the context of internal alignment, which of the following is the correct sequence?

Research shows that the weights assigned to compensable factors can affect the resulting pay structure.

In the point method, the second step in designing a plan is to:

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Person-Based Structures

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