Exam 5: Job-Based Structures and Job Evaluation

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

_________ typically conduct job evaluation of senior management jobs.

Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?

The point method is an example of:

The breadth of work is likely to be narrowest in:

For managers,the most important issue regarding job evaluation is the statistical validity of job evaluation.

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

When an organization changes its strategy and goals,job evaluation helps workers understand what is important in their work.

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

There are 5 jobs in job family A,7 jobs in job family B,and 6 jobs in job family C. Knowledge is a compensable factor for all job families. How many degrees for knowledge is the minimum for job family B?

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

By answering the question,"How does this job add value?" job evaluation best:

A company changes its strategy to be more "lean" and efficient,which may include some resizing in terms of employee strength.What should the company do about the compensable factor "scope of responsibility" that is measured by the number of subordinates?

Compensable factors are aspects of work that add value to the organization.

A shortcoming of the Hay plan is its use is limited to a narrow range of jobs and job families.

Discuss the two methods of ranking.

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

The _____ method of job evaluation uses compensable factors.

The second major decision in job evaluation is to:

The best single compensable factor for creating a job structure,is: