Question 1

What is relevance of flexibility in skill-based plans?

Accepted Answer

Research suggests that the greatest impa

Question 2

The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.

Accepted Answer

A)  compensable factors 
B)  job description 
C)  employee requirement 
D)  work flow outlay 
A)  compensable factors 
B)  job description 
C)  employee requirement 
D)  work flow outlay

Question 3

Leadership,customer orientation,and functional expertise are examples of which group of competencies?

Accepted Answer

A)  Personal characteristics 
B)  Visionary 
C)  Organization specific 
D)  Team dynamics 
A)  Personal characteristics 
B)  Visionary 
C)  Organization specific 
D)  Team dynamics

Question 4

The roots of job-based pay structures is traced to _____.

Accepted Answer

A)  Frederick Taylor 
B)  Karl Marx 
C)  Adam Smith 
D)  Ronald McFreyer 
A)  Frederick Taylor 
B)  Karl Marx 
C)  Adam Smith 
D)  Ronald McFreyer

Question 5

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

Accepted Answer

A) True 
 B)False

Question 6

Person-based plans have the potential to clarify new standards and behavioral expectations.

Accepted Answer

A) True 
 B)False

Question 7

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

Accepted Answer

A) True 
 B)False

Question 8

Reliability of job evaluation techniques is measured by:

Accepted Answer

A)  determining if different evaluators produce the same results. 
B)  asking the question "What does the evaluation measure?" 
C)  determining hit rates. 
D)  surveying employee attitudes about the evaluation. 
A)  determining if different evaluators produce the same results. 
B)  asking the question "What does the evaluation measure?" 
C)  determining hit rates. 
D)  surveying employee attitudes about the evaluation.

Question 9

Routine work is also termed _____.

Accepted Answer

A)  transactional work 
B)  hygiene work 
C)  tacit work 
D)  system work 
A)  transactional work 
B)  hygiene work 
C)  tacit work 
D)  system work

Question 10

Who among the following is most likely to be working for a company that uses a competency-based pay plan?

Accepted Answer

A)  Julia,who focuses on getting promoted to get a pay increase 
B)  Faiza,a manager,who focuses on choosing the employees best suited for job roles 
C)  Juan,a manager,who focuses on controlling costs through budgets and work assignments 
D)  Carlos,who focuses on obtaining certifications in her field to get a pay increase 
A)  Julia,who focuses on getting promoted to get a pay increase 
B)  Faiza,a manager,who focuses on choosing the employees best suited for job roles 
C)  Juan,a manager,who focuses on controlling costs through budgets and work assignments 
D)  Carlos,who focuses on obtaining certifications in her field to get a pay increase

Question 11

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

Accepted Answer

A)  Personal characteristics 
B)  Team dynamics 
C)  Visionary 
D)  Organization specific 
A)  Personal characteristics 
B)  Team dynamics 
C)  Visionary 
D)  Organization specific

Question 12

Managers whose employers use _____ plans focus on placing the right people in the right job.

Accepted Answer

A)  person-based 
B)  skill-based 
C)  competency-based 
D)  job-based 
A)  person-based 
B)  skill-based 
C)  competency-based 
D)  job-based

Question 13

Which of the following is an advantage of skill-based pay plans?

Accepted Answer

A)  They guarantee a low rate of employee turnover. 
B)  They aid in deploying workers in a way that better matches the work flow. 
C)  They are less expensive than job-based plans. 
D)  They are viewed more favorably by courts than any other type of pay plans. 
A)  They guarantee a low rate of employee turnover. 
B)  They aid in deploying workers in a way that better matches the work flow. 
C)  They are less expensive than job-based plans. 
D)  They are viewed more favorably by courts than any other type of pay plans.

Question 14

What is the relevance of certification in a multiskill system?

Accepted Answer

Employees in a multiskill system earn pa

Question 15

Advocates of competencies say that by focusing on optimum performance,rather than average performance,competencies can help employees maintain their marketability.

Accepted Answer

A) True 
 B)False

Question 16

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

Accepted Answer

A)  The design of the certification process 
B)  The number of compensable factors 
C)  The extent of alignment with an organization's strategy 
D)  The number of weights and factor degrees 
A)  The design of the certification process 
B)  The number of compensable factors 
C)  The extent of alignment with an organization's strategy 
D)  The number of weights and factor degrees

Question 17

The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.

Accepted Answer

A)  classes 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights 
A)  classes 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights

Question 18

Which of the following sentences regarding skill-based structure is FALSE?

Accepted Answer

A)  Employees have control over their own development. 
B)  Training is a source of complaints. 
C)  Less supervision is required in comparison to all other pay plans. 
D)  Training costs are the lowest in comparison to all other pay plans. 
A)  Employees have control over their own development. 
B)  Training is a source of complaints. 
C)  Less supervision is required in comparison to all other pay plans. 
D)  Training costs are the lowest in comparison to all other pay plans.

Question 19

Who among the following is examining the validity of a job evaluation?

Accepted Answer

A)  Keira,who is measuring the degree to which the job evaluation plan matches an agreed-upon pay structure for benchmark jobs 
B)  Laila,who is measuring the effectiveness of a formal appeals process 
C)  Keith,who is surveying employee attitudes about the job evaluation plan 
D)  Rita,who is requesting the management for a reanalysis and a reevaluation of the required skills as she feels her job is evaluated incorrectly 
A)  Keira,who is measuring the degree to which the job evaluation plan matches an agreed-upon pay structure for benchmark jobs 
B)  Laila,who is measuring the effectiveness of a formal appeals process 
C)  Keith,who is surveying employee attitudes about the job evaluation plan 
D)  Rita,who is requesting the management for a reanalysis and a reevaluation of the required skills as she feels her job is evaluated incorrectly

Question 20

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

Accepted Answer

A) True 
 B)False

What is relevance of flexibility in skill-based plans?

The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.

Leadership,customer orientation,and functional expertise are examples of which group of competencies?

The roots of job-based pay structures is traced to _____.

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

Person-based plans have the potential to clarify new standards and behavioral expectations.

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

Reliability of job evaluation techniques is measured by:

Routine work is also termed _____.

Who among the following is most likely to be working for a company that uses a competency-based pay plan?

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

Managers whose employers use _____ plans focus on placing the right people in the right job.

Which of the following is an advantage of skill-based pay plans?

What is the relevance of certification in a multiskill system?

Advocates of competencies say that by focusing on optimum performance,rather than average performance,competencies can help employees maintain their marketability.

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.

Which of the following sentences regarding skill-based structure is FALSE?

Who among the following is examining the validity of a job evaluation?

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 6: Person-Based Structures

What is relevance of flexibility in skill-based plans?

The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.

Leadership,customer orientation,and functional expertise are examples of which group of competencies?

The roots of job-based pay structures is traced to _____.

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

Person-based plans have the potential to clarify new standards and behavioral expectations.

A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage.

Reliability of job evaluation techniques is measured by:

Routine work is also termed _____.

Who among the following is most likely to be working for a company that uses a competency-based pay plan?

The scheme used in the text for classifying competencies consists of three groups.Which of the following is NOT one of them?

Managers whose employers use _____ plans focus on placing the right people in the right job.

Which of the following is an advantage of skill-based pay plans?

What is the relevance of certification in a multiskill system?

Advocates of competencies say that by focusing on optimum performance,rather than average performance,competencies can help employees maintain their marketability.

_____ is a crucial factor that affects the perception of fairness of a skill-based plan.

The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.

Which of the following sentences regarding skill-based structure is FALSE?

Who among the following is examining the validity of a job evaluation?

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters