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
……. Provides key information about nature and level of work performed.
A. Job analysis
B. Job description
C. Job documentation
D. Job evaluation
A. Job analysis
….. includes written information about job content or the functions of the job and required KSAs
A. Job description
B. Job evaluation
C. Job analysis
D. Job documentation
D. Job documentation
……. Creates a job worth hierarchy using market data or job content approach
A. Job analysis
B. Job documentation
C. Job evaluation
D. Job description
C. Job evaluation
It’s a group of jobs having the same nature of work but requiring different levels of skill, effort, responsibility Or working conditions.
A. Occupation
B. Position
C. Job family
D. Responsibilities
C. Job family
It’s the total collection of tasks, duties, and responsibilities assigned to one or more individuals whose work is of the same nature and performed at the same level.
A.occupation
B. Job family
C. Job
D. Position
C. Job
It’s the total work assignment of an individual employee, comprised of a specific set of duties/responsibilities.
A. Occupation
B. Job family
C. Job
D. Position
D. Position
Describes the major purpose or reason for the existence of a job
A. Job responsibility
B. Job duty
C. Task
D. Job
A. Job responsibility
Engineering and nurse is an example of?
A. Occupation
B. Job family
C. Job
D. Position
B. Job family
Registered nurse is example of?
A. Occupation
B. Job family
C. Job
D. Position
C. Job
Nursing is an example of?
A. Occupation
B. Job family
C. Job
D. Position
A. Occupation
Triage patients that arrive in the emergency room is an example of
A. Job responsibility
B. Job duty
C. Task
D. Element
B. Job duty
The term …… is used to help define worker characteristics required to perform the job competently
A. Skill
B. Knowledge
C. Abilities
D. Job specifications
D. Job specifications
Maintaining general ledger is an example of
A. Knowledge
B. Skill
C. Abilities
D. Education
B. Skill
What job specification describes what the employee should be able to do based on his experience or training?
A. Knowledge
B. Skills
C. Abilities
D. Behavior
B. Skills
It’s a systemic process for obtaining important and relevant information about each distinct role played by one or more employees
A. Job analysis
B. Job documentation
C. Job description
D. Job evaluation
A. Job analysis
What is the primary purpose of conducting a job analysis?
A. To determine employees performance appraisal
B. To establish competitive pay rates in the market
C. To create job descriptions and specifications
D. To identify potential candidates for recruitment
C. To create job descriptions and specifications
What’s the first step in planning job analysis?
A. Identify what information (critical data) is needed about the jobs
B. Determine sources of information to be used
C. Develop a communication plan
D. Determine who will conduct the data collection
A. Identify what information (critical data) is needed about the jobs
What’s the first step in action stage of job analysis process?
A. Collect critical data on the actual nature and level of work
B. Communicate what you’re doing and why
C. Verify the data through management review
D. Revise and reconcile data
B. Communicate what you’re doing and why
Which primary method of data collection is best for manual and repetitious work that occurs on short cycles?
A. Individual interview
B. Questionnaire
C. Direct observation
D. Group interview
C. Direct observation
Which primary method of data collection is often used with professional and managerial jobs?
A. Direct observation
B. Individual interview
C. Group interview
D. Questionnaire
B. Individual interview
Which primary method of data collection can be used for most job families except production and maintenance jobs?
A. Direct observation
B. Individual interview
C. Group interview
D. Open-ended questionnaire
D. Open-ended questionnaire
….. identifies, defines, and describes the most important features of a job as it is being performed
A. Job analysis
B. Job documentation
C. Job description
D. Job evaluation
C. Job description
Job family matrices (level cutters) and job analysis questionnaires are types of?
A. Job documentation
B. Job analysis
C. Job evaluation
A. Job documentation
What are job specifications?
A. The general nature of work
B. Skill, effort, responsibility and working conditions
C. Employee characteristics required for competent performance
C. Employee characteristics required for competent performance
Bona fide occupational qualifications (BFOQS) fall under:
A. Job responsibility
B. Job documentation
C. Job specifications
D. Behaviors
C. Job specifications
Job content and market data are two methods of ……?
A) job analysis
B) job documentation
C) job evaluation
D) job analysis communication
C) job evaluation
Which is not an example of third party for conducting salary surveys?
A) professional recruiters
B) professional associations
C) graduate student from a local university
D) consultant
A) professional recruiters
Which one is not a complimentary source of salary survey data?
A) trade and industry association
B) consultants
C) periodicals and publications
D) professional recruiters
B) consultants
What percentage match in duties is required for a job to be a good benchmark match?
A) 50%
B) 60%
C)70%
D) 80%
C)70%
At least what percentage of organizations jobs should be benchmarked?
A) 50%
B) 60%
C)70%
D) 80%
A) 50%
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’re usually defined in terms of organization type (eg. Nonprofit, privately owned, corporation)
A)they differ by job groups /levels
To develop internal standards of comparison and to measure relative job values within the organization are two major objectives of ?
A) job analysis
B)
Job documentation
C) job evaluation
D) job worth hierarchy
C) job evaluation
In order to select effective compensable factors, they should be common to all jobs being evaluated
True or false?
True
Which one is not an issue associated with having too many levels of compensable factors?
A) it forces artificial distinctions between degree levels
B) it requires highly detailed job documentation
C) the adjacent level descriptions are too similar
D) encourages requests for re-evaluation which results in “grade creep”
C) the adjacent level descriptions are too similar
What’s at the core of most business strategies?
A) corporate mission and vision
B) HR strategy
C) business strategy
D) people
D) people
Work flow studies and policy and procedures materials are examples of?
A) primary sources of job information
B) secondary sources of job information-internal
C) secondary sources of job information-external
D) critical data
B) secondary sources of job information-internal
Which is not a secondary source of job information?
A) organizational goals/objectives
B) salary surveys
C) internet and social media
D) questionnaires
D) questionnaires
What’s a disadvantage of direct observation method of job information collecting?
A) may not be sufficient enough information to write a job description
B)can be side tracked by a dominant participant
C) is only for high level and managerial roles
D) a follow up is always required
A) may not be sufficient enough information to write a job description
Which employees should be used in open-ended questionnaire method job information collection?
A) new employees
B) supervisors and managers
C) most experienced and best performers
D) executives
C) most experienced and best performers
Which is not a content error in job analysis?
A) misuse of statistical procedures
B) incomplete information
C) incumbent bias
D) sampling error
A) misuse of statistical procedures
Which is not a content error in job analysis?
A) illogical question order
B) inadequate communication
C)incumbent illiteracy
D) incomplete information
B) inadequate communication
Which one is not an essential function in the job to meet legal requirements when writing a job description?
A) job functions that are not essential but are part of the job
B) the reason the job exists
C) a limited number of employees available to perform the function
D)functions are highly specialized and require expertise
A) job functions that are not essential but are part of the job
