Ch 5 * Janine*Done

Question 1

Job structure (Def)

Answer 1

hierarchy of all jobs based on value to the organization; provides the basis for the pay structure.

Question 2

Job evaluation (def)

Answer 2

the process of systematically determining the relative worth of jobs to create a job structure of the organization.

• measure of content
• measure of relative value
• link with external market
• a measurement device
• negotiation

Question 3

What are the two ways to work related internal structure?

Answer 3

Job based

Person based

Question 4

What is person based internal structure based on?

Answer 4

Skills and competencies

Question 5

What is job-based internal structure based on?

Answer 5

Job analysis, evaluation, compensable factors, factor degrees and weighting.

Question 6

What are the steps to determining the internal job structure?

Answer 6

1. Job analysis
2. Job description
3. Job evaluation
4. Job structure
5. Pay structure

Question 7

On what two ways can job evaluation be based?

Answer 7

Job content

Job value

Question 8

What are the major decision for choosing job evaluation criteria?

Answer 8

1. Establish purpose
2. Single vs. multiple plans
3. benchmark jobs
4. choose between methods
5. involve stakeholders
6. evaluate the results.

Question 9

What are the things to consider when establishing purpose?

Answer 9

• supports org strategy
• supports work flow
• fair to employee
• motivates behaviour toward org objectives.

Question 10

Why would employers choose multiple plans?

Answer 10

because the work content of jobs is too diverse to be evaluated by a single plan.

Question 11

What characteristics does a benchmark job have?

Answer 11

• contents are well known and relatively stable over time
• job is common to a number of employers
• a reasonable number of employees are employed in this job.

Question 12

What are the job evaluation methods?

Answer 12

Job ranking: raters examine job description to arrange jobs according to their value to the co.
Job Classification: describe a group of job class descriptions into which jobs are categorized.
Point Method: numerical values are assigned to specific job components; sum of values provides quantitative assessment of the job's worth.

Question 13

What are the Job Ranking methods?

Answer 13

Alternation ranking: 1, n, 2, n-1, 3, n-2, etc.

Paired comparison: looks at all jobs in relation to all other jobs (ie. 5 jobs, 25 paired comparisons).

Question 14

What are the three common point method factors?

Answer 14

• compensable factors
• numerically scaled factor degrees
• weights reflecting relative importance of each factor.
  (most commonly used system)

Question 15

What are compensable factors?

Answer 15

Those characteristics of the work that the org values that help it pursue it’s strategy and achieve it’s objective.

1. Universal factors
2. sub factors
3. Degrees or levels

Question 16

What are the steps in point plan process?

Answer 16

1. conduct job analysis
2. determine compensable factors
3. scale the factors
4. weigh the factors
5. communicate the plan
6. apply to non-benchmark jobs.

Question 17

What are the criteria for scaling factors?

Answer 17

1. limit the degrees to the number necessary to distinguish between jobs
2. use understandable terminology
3. anchor degree definitions with benchmark job titles
4. make it apparent how the degree applies to the job.

Question 18

What are the universal compensable factors?

Answer 18

skill
effort
responsibility
working conditions

Question 19

Compensable factor: Skill (def)

Answer 19

The measurement of the physical or mental exertion needed for performance of a job.

Question 20

Compensable factor: Responsibility (def)

Answer 20

The extent to which an employer depends on the employee to perform the job as expected.

Question 21

Compensable factor: Working conditions (def)

Answer 21

difficult or unhealthy aspects of the conditions in which the work is done.

Question 22

What are the three classic Hey Group compensable factors?

Answer 22

knowhow
problem solving
accountability

Question 23

What should be considered when deciding who should be involved in creating the internal structure?

Answer 23

• fairness to employees
• management commitment
• appeals review process
• political influence.

Question 24

What’s included in the Hey Group’s problem solving factor?

Answer 24

thinking environment

thinking challenge

Question 25

What’s included in the Hey Group’s Know-how factor?

Answer 25

procedures and techniques
breadth of management skill
person to person skill

Question 26

What’s included in the Hey Group’s accountability factor?

Answer 26

freedom to act
impact on results
magnitude