Chapter 5

Question 1

The process of systematically determining the relative worth of jobs to create a job structure for the organization. The evaluation is based on a combination of job content, skills required, and value to the organization

Answer 1

job evaluation

Question 2

Structure that relies on work content—tasks, behaviors, responsibilities

Answer 2

job based structure

Question 3

The relative contribution of jobs to organizational goals, to their external market rates, or to some other agreed-upon rates.

Answer 3

relative value

Question 4

The work performed in a job and how it gets done (tasks, behaviors, knowledge required, etc).

Answer 4

content

Question 5

Information that describes a job. May include responsibility assumed and/or the tasks performed.

Answer 5

job content

Question 6

What are the major decisions in job evaluation?

Answer 6

Establish purpose of evaluation
Decide whether to use single or multiple plans
Choose among alternative approaches
Obtain involvement of relevant stakeholders
Evaluate plans usefulness

Question 7

A structured job analysis technique that classifies job information into seven basic factors: information input, mental
processes, work output, relationships with other persons, job context, other job characteristics, and general dimensions. Analyzes jobs in terms of worker-oriented data.

Answer 7

position analysis questionnaire

Question 8

A prototypical job, or group of jobs, used as a reference point for making pay comparisons within or without the organization.

Answer 8

benchmark (key) jobs

Question 9

Orders the job descriptions from highest to lowest based on a global definition of relative value or contribution to the organization’s success

Answer 9

ranking

Question 10

Job evaluation method that involves slotting job descriptions into a series of classes or grades that cover the range of jobs and that serve as a standard against which the job descriptions are compared

Answer 10

classification

Question 11

Compensable factors, with factor degrees numerically selected, and weights reflecting the relative importance of each factor

Answer 11

point method

Question 12

Setting pay structures almost exclusively through matching pay for a very large percentage of jobs with the rates paid in the external market.

Answer 12

market pricing

Question 13

A job evaluation method that involves ordering the job description alternately at each extreme. All the jobs are considered. Agreement is reached on which is the most valuable and then the least valuable. Evaluators alternate between the next most valued and next least valued and so on until the
jobs have been ordered.

Answer 13

alternation ranking

Question 14

A ranking job evaluation method that involves comparing all possible pairs of jobs under study.

Answer 14

paired comparison

Question 15

grouping of jobs that are considered substantially similar for pay purposes.

Answer 15

classficiation method

Question 16

those characteristics in the work that the organization values, that help it pursue its strategy and achieve its objectives

Answer 16

compensable factors

Question 17

Determining the intervals on a measurement instrument.

Answer 17

scaling

Question 18

the risk and complexity, the impact of the decisions, and the time that must pass before the impact is evident

Answer 18

decision making

Question 19

Measures that indicate the importance of each compensable factor in a job evaluation system. Can be derived through either a committee judgment or a statistical analysis.

Answer 19

factor weight

Question 20

An attempt made by organizations to contain benefit costs, such as imposing deductibles and coinsurance on health benefits or replacing defined benefit pension plans with defined contribution plans.

Answer 20

cost containment

Question 21

Discrimination usually
defined as including (1) access discrimination,
which occurs when qualified women and minorities
are denied access to particular jobs, promotions,
or training opportunities; and (2) valuation
discrimination, which takes place when minorities
or women are paid less than white males for
performing substantially equal work.

Answer 21

pay discrimination

Question 22

A point factor job evaluation system that evolved into the National Position Evaluation Plan sponsored by NMTA associates

Answer 22

National Electrical Manufacturers Association plan

Question 23

A point factor job evaluation plan for production, maintenance, and service personnel.

Answer 23

National Metal Trades Association

Question 24

available from the U.S. Bureau of Labor Statistics (BLS), uses as compensable factors knowledge, job controls/complexity, contacts, physical environment, and can be applied to a wide range of jobs

Answer 24

National Compensation Survey

Question 25

methodology that considers work to be a process in which knowledge/skill/ability is applied to various issues and challenges in order to create an output that is of value to the organization

Answer 25

hay group guide chart - profile method

Question 26

Measures that reflect different degrees
within each compensable factor. Most commonly five
to seven degrees are defined. Each degree may be anchored by typical skills, tasks and behaviors, or key
job titles.

Answer 26

factor scales

Question 27

A particular numerical point
difference has the same meaning on all parts of a scale

Answer 27

interval scaling

Question 28

A pay structure to be
duplicated with a point plan.

Answer 28

criterion pay structure

Question 29

Compensable factor importance weights are inferred using statistical methods such as
regression analysis.

Answer 29

policy capturing

Question 30

Compensable
factor importance weights are assigned by a committee based on judgment.

Answer 30

committee a priori judgement

Question 31

Mechanisms are created to
handle pay disagreements. They provide a forum for
employees and managers to voice their complaints and
receive a hearing

Answer 31

appeals process

Question 32

Group that may be
charged with the responsibility of (1) selecting a job evaluation system, (2) carrying out or at least supervising the process of job evaluation, and (3) evaluating the success with which the job
evaluation has been conducted.

Answer 32

job evaluation committee

Question 33

A grouping of jobs based on their job-related similarities and differences and on their value to the organization’s objectives

Answer 33

hierarchy

Question 34

How do you compute compensable factor points?

Answer 34

weight x degree rating