Bro Flashcards
What is one advantage of job component method of job evaluation?
A) Evaluation reference points are defined
B) Little training is required
C) Ease of reporting
D) Easy to reevaluate new or revised jobs
C) Ease of reporting
What is the first step in job component method of job evaluation?
A) Develop a questionnaire
B) Administer and evaluate questionnaire
C) Identify the organization’s internal values
D) Select and define compensable factor
D) Select and define compensable factor
What is not a step in job component method of job evaluation?
A) Develop a questionnaire
B) Identify and cluster benchmark jobs
C) Administer and evaluate questionnaire
D) Collect market data
B) Identify and cluster benchmark jobs
What is a disadvantage of having too many levels when defining compensable factors?
A) It doesn’t adequately differentiate important aspects of job value
B) It forces artificial distinctions between degree levels
C) It may not fully cover the range of work performed
D) Adjacent level descriptions are too similar
B) It forces artificial distinctions between degree levels
Job complexity is an example of?
A) Skill factors/level of work
B) Effort factors
C) Responsibility factors
D) Working conditions
A) Skill factors/level of work
Which is an example of skill factors?
A) Impact on the organization
B) Independent action/decision making
C) Directing the work of others
D) Creativity/ingenuity
D) Creativity/ingenuity
Other 3 are responsibility factors
What is the first step when using the job component or point factor methods of job evaluation?
A) Selecting compensation factors
B) Define generic compensable factors such as skill, effort, responsibility and working conditions
C) Review job content of work group
D) Identify potential factors for consideration
A) Selecting compensation factors
What is one objective of job evaluation?
A) Creating a job worth hierarchy
B) Developing internal standards of comparison
C) To select compensable factors
D) Provides a basis for judging job value in order to create a job worth hierarchy
B) Developing internal standards of comparison
The other objective is to measure relative job values within the orgganization
“Evaluation reference points defined” is an advantage if which job content evaluation method?
A) Ranking
B) Classification
C) Job component
D) Point factor
B) Classification
In classification method what is the next step after analyzing and documenting job content?
A) Developing preliminary generic definitions
B) Identifying and clustering benchmark jobs
C) Comparing jobs to definitions
D) Assigning jobs to classification levels
B) Identifying and clustering benchmark jobs
Which classification method is most frequently used in public sector?
A) Ranking
B) Classification
C) Job component
D) Point factor
B) Classification
What is the first step in paired-comparison ranking approach?
A) Determine the number of times each job was selected
B) Create a job worth hierarchy
C) Analyze job documentations
D) Determine number of pairs required
D) Determine number of pairs required
A systematic approach designed to help establish the relative value of jobs within a specific organization is definition of what?
A) Job component evaluation
B) Classification
C) Ranking
D) Job content-based job evaluation
D) Job content-based job evaluation
Often perceived as “black box” is a disadvantage of which job evaluation method?
A) Ranking
B) Classification
C) Job component
D) Point factor
C) Job component
Which method of job evaluation uses defined factors and degrees to establish job value?
A) Ranking
B) Classification
C) Job component
D) Point factor
D) Point factor
When would the paired comparison approach be preferred over the simple ranking approach?
A) When evaluating a larger number of jobs
B) When there is a need for accurate market data
C) When the cost of simple ranking is prohibitive
D) When there is insufficient information on job content
A) When evaluating a larger number of jobs
Which best describes the ranking method of job content evaluation?
A) It ranks jobs based on level of complexity of the work
B) It requires a high degree of technical knowledge of the jobs
C) It’s a whole-job rather than a factor-based job evaluation method
D) It’s difficult and expensive
C) It’s a whole-job rather than a factor-based job evaluation method
Which best describes the relevant labor markets in which organizations compete for employees?
A) They differ by job groups/levels
B) They are limited to the local market of operations
C) They are usually defined in terms of organization type. Ex) nonprofit, privately owned, corporation
A) They differ by job groups/levels
Which one of the advantages of using job evaluation committee to evaluate jobs?
A) The job evaluation process can be completed more quickly and efficiently
B) Committee members can clarify job content information found in job documentation
C) Committee members can dedicate whatever time is needed to accomplish the evaluation
D) The decisions made are less likely to be effected by turf issues and incumbent bias
B) Committee members can clarify job content information found in job documentation
Which job evaluation method is generally easier to communicate to employees?
A) Classification
B) Job content
C) Point factor
D) Market pricing
D) Market pricing
Job analysis can be best described as
A) A systematic process for obtaining important and relevant information about each role played by one or more employees. This includes duties and responsibilities and worker characteristics
B) A basis for performance appraisal based on job-related standards
C) Systematic, formal study of a job
D) All of the above
A) A systematic process for obtaining important and relevant information about each role played by one or more employees. This includes duties and responsibilities and worker characteristics
What’s the most frequently used method to evaluate executive level positions?
A) Point factor
B) Ranking
C) Paired comparison
D) Market data
D) Market data
he context of job evaluation, which method is used to evaluate jobs based on their relative worth and establish their pay structure?
A) Point factor analysis
B) Ranking
C) Paired comparison
D) job classification method
A) Point factor analysis
Regarding compensation communications with executives, where do they tend to need the greatest level of understanding?
A) In the methods and processes used to make key decisions
B) In the details of their individual compensation packages
C) In the overall program objectives
D) In the differences in pay levels for the different levels of the organization
C) In the overall program objectives
How are the compensation communication needs of managers different from those of individual employees?
A) They aren’t. Managers are concerned about their compensation too
B) They are also responsible for merit increases, incentives and hiring so they have greater information needs
C) They tend to have more influence, so it’s important to resolve any concerns they have quickly and effectively
D) They have more duties and less likely to have time to discuss comp issues
B) They are also responsible for merit increases, incentives and hiring so they have greater information needs
What is the primary purpose of a job classification?
A) To create job description
B) To evaluate job performance
C) To group jobs into categories for compensation purpose
D) To establish job qualifications
C) To group jobs into categories for compensation purpose
Which factor is not typically considered in job evaluation?
A) Market pricing
B) Job complexity
C) Skills required
D) Internal equity
A) Market pricing
When conducting a job analysis, what method is commonly used to collect data from job holders by asking them to describe their daily tasks and responsibilities?
A) Observation
B) Interview
C) Questionnaire
D) Task inventory
B) Interview
……. Includes the principles that guide the design, implementation, and administration of a compensation program.
A. Compensation philosophy
B. Compensation strategy
C. Total rewards strategy
D. HR strategy
B. Compensation strategy
