Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

Accepted Answer

A) True 
 B)False

Question 3

Skill-based pay is used for the same types of jobs as competencies.

Accepted Answer

A) True 
 B)False

Question 4

A study of 400 compensation specialists found that:

Accepted Answer

A)  job evaluation data have a larger effect than market data. 
B)  current pay data have a larger effect than market data. 
C)  job titles have a larger effect than job evaluation data. 
D)  market data have a larger effect than job evaluation data. 
A)  job evaluation data have a larger effect than market data. 
B)  current pay data have a larger effect than market data. 
C)  job titles have a larger effect than job evaluation data. 
D)  market data have a larger effect than job evaluation data.

Question 5

In a multiskill system,pay increases come with:

Accepted Answer

A)  improved efficiency. 
B)  tenure and seniority. 
C)  job assignments. 
D)  certification of new skills. 
A)  improved efficiency. 
B)  tenure and seniority. 
C)  job assignments. 
D)  certification of new skills.

Question 6

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

Accepted Answer

A)  Include legal advisors while developing a plan. 
B)  Ensure that the job descriptions are bias-free. 
C)  Exclude incumbent names from the job evaluation process. 
D)  Train diverse evaluators. 
A)  Include legal advisors while developing a plan. 
B)  Ensure that the job descriptions are bias-free. 
C)  Exclude incumbent names from the job evaluation process. 
D)  Train diverse evaluators.

Question 7

In today's organizations,in order to increase competitiveness and success work is analyzed by separating transactional work from:

Accepted Answer

A)  core work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work. 
A)  core work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work.

Question 8

Routine work is also termed _____.

Accepted Answer

A)  transactional work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work. 
A)  transactional work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work.

Question 9

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

Accepted Answer

A)  innovator 
B)  defender 
C)  laissez-faire 
D)  cost-cutter 
A)  innovator 
B)  defender 
C)  laissez-faire 
D)  cost-cutter

Question 10

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

Accepted Answer

A)  job analysis 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights 
A)  job analysis 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is not a method for determining validity of job evaluation?

Accepted Answer

A)  Degree of agreement between rankings and rankings of criterion benchmarks 
B)  Asking the question: "What does the evaluation measure?" 
C)  Examining "hit rates" 
D)  Degree to which the job evaluation matches an agreed upon pay structure for benchmark jobs 
A)  Degree of agreement between rankings and rankings of criterion benchmarks 
B)  Asking the question: "What does the evaluation measure?" 
C)  Examining "hit rates" 
D)  Degree to which the job evaluation matches an agreed upon pay structure for benchmark jobs

Question 14

Research shows that fewer supervisors are required when skill-based plans are used.

Accepted Answer

A) True 
 B)False

Question 15

The main appeal of competencies is the direct link to the organization's strategy.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following regarding skill-based pay is false?

Accepted Answer

A)  Employees have control over their development. 
B)  Training is a source of complaints. 
C)  Less supervision is required. 
D)  Training costs are low. 
A)  Employees have control over their development. 
B)  Training is a source of complaints. 
C)  Less supervision is required. 
D)  Training costs are low.

Question 17

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Accepted Answer

A)  job-based 
B)  classification 
C)  competencies 
D)  skill-based 
A)  job-based 
B)  classification 
C)  competencies 
D)  skill-based

Question 18

Recent research shows that use of on-line job evaluation by independent managers is more reliable than traditional job evaluation committees.

Accepted Answer

A) True 
 B)False

Question 19

What is relevance of flexibility in skill-based plans?

Accepted Answer

Research suggests that the greatest impa

Question 20

In the judgment of the text authors,basing pay on judgments of competencies is not good practice.

Accepted Answer

A) True 
 B)False

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

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

Skill-based pay is used for the same types of jobs as competencies.

A study of 400 compensation specialists found that:

In a multiskill system,pay increases come with:

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

In today's organizations,in order to increase competitiveness and success work is analyzed by separating transactional work from:

Routine work is also termed _____.

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

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

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

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

Which of the following is not a method for determining validity of job evaluation?

Research shows that fewer supervisors are required when skill-based plans are used.

The main appeal of competencies is the direct link to the organization's strategy.

Which of the following regarding skill-based pay is false?

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Recent research shows that use of on-line job evaluation by independent managers is more reliable than traditional job evaluation committees.

What is relevance of flexibility in skill-based plans?

In the judgment of the text authors,basing pay on judgments of competencies is not good practice.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

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 6: Person-Based Structures

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

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

Skill-based pay is used for the same types of jobs as competencies.

A study of 400 compensation specialists found that:

In a multiskill system,pay increases come with:

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

In today's organizations,in order to increase competitiveness and success work is analyzed by separating transactional work from:

Routine work is also termed _____.

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

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

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

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

Which of the following is not a method for determining validity of job evaluation?

Research shows that fewer supervisors are required when skill-based plans are used.

The main appeal of competencies is the direct link to the organization's strategy.

Which of the following regarding skill-based pay is false?

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Recent research shows that use of on-line job evaluation by independent managers is more reliable than traditional job evaluation committees.

What is relevance of flexibility in skill-based plans?

In the judgment of the text authors,basing pay on judgments of competencies is not good practice.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

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