Question 1

Reliability refers to the degree to which the evaluation achieves the desired results.

Accepted Answer

A) True 
 B)False  False

Question 2

One of the advantages of skill-based pay is continuous learning.

Accepted Answer

A) True 
 B)False  True

Question 3

In a skill-based structure, managers' focus is on:

Accepted Answer

A) linking employees to the job done. 
B) controlling costs solely via pay for job. 
C) promotion and placement. 
D) providing training. 
E) controlling costs solely via budget increase. 
A) linking employees to the job done. 
B) controlling costs solely via pay for job. 
C) promotion and placement. 
D) providing training. 
E) controlling costs solely via budget increase. D

Question 4

How is the validity of job evaluation measured?

Accepted Answer

by "hit rates," i.e., the degree to whic

Question 5

The purpose of job-based and person-based procedures is to:

Accepted Answer

A) to match pay levels in competing markets 
B) design and manage an internal pay structure that helps achieve the organization's objectives 
C) understand the level of competition with other organizations 
D) to exceed the pay levels in competing markets 
E) use outside consultants for internal decisions 
A) to match pay levels in competing markets 
B) design and manage an internal pay structure that helps achieve the organization's objectives 
C) understand the level of competition with other organizations 
D) to exceed the pay levels in competing markets 
E) use outside consultants for internal decisions

Question 6

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Accepted Answer

A) The evaluation plan matched an agreed-upon pay structure. 
B) The majority of the employees found the evaluation acceptable. 
C) All the evaluators produced the same results. 
D) The evaluation achieved the desired results. 
E) The evaluation was found to be subjective. 
A) The evaluation plan matched an agreed-upon pay structure. 
B) The majority of the employees found the evaluation acceptable. 
C) All the evaluators produced the same results. 
D) The evaluation achieved the desired results. 
E) The evaluation was found to be subjective.

Question 7

Reliability of job evaluation can be measured by:

Accepted Answer

A) the degree of agreement between rankings that resulted from the job evaluation 
B) determining the degree to which the job evaluation achieved the desired results 
C) determining the degree to which the job evaluation method is accepted by employees 
D) hit rates-the degree to which the job evaluation plan matches an agreed-upon ranking 
E) determining if different evaluators produce the same results 
A) the degree of agreement between rankings that resulted from the job evaluation 
B) determining the degree to which the job evaluation achieved the desired results 
C) determining the degree to which the job evaluation method is accepted by employees 
D) hit rates-the degree to which the job evaluation plan matches an agreed-upon ranking 
E) determining if different evaluators produce the same results

Question 8

Which of the following is an advantage of competency-based systems?

Accepted Answer

A) They are free of vagueness and subjectivity. 
B) They are more flexible than job-based pay systems. 
C) They are free of perceptual biases. 
D) They eliminate the need to control costs. 
E) They are free of potential bureaucracy. 
A) They are free of vagueness and subjectivity. 
B) They are more flexible than job-based pay systems. 
C) They are free of perceptual biases. 
D) They eliminate the need to control costs. 
E) They are free of potential bureaucracy.

Question 9

In the context of job evaluation, validity is defined as:

Accepted Answer

A) the degree to which different evaluators produce the same results 
B) the ability of employees to request a re-evaluation of skills 
C) the degree to which the evaluation achieves the desired results 
D) a skill-based approach for determining pay 
E) the underlying, broadly applicable knowledge needed to perform a job effectively 
A) the degree to which different evaluators produce the same results 
B) the ability of employees to request a re-evaluation of skills 
C) the degree to which the evaluation achieves the desired results 
D) a skill-based approach for determining pay 
E) the underlying, broadly applicable knowledge needed to perform a job effectively

Question 10

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

Accepted Answer

A) True 
 B)False

Question 11

In a skill-based structure:

Accepted Answer

A) managers focus on providing training rather than promoting 
B) individuals are paid only for those certified skills that are required to perform their job 
C) employees seek promotions to earn more pay rather than enhancing their knowledge 
D) managers control costs via pay for job rather than certification 
E) employees are paid for their assigned jobs, regardless of the knowledge they possess 
A) managers focus on providing training rather than promoting 
B) individuals are paid only for those certified skills that are required to perform their job 
C) employees seek promotions to earn more pay rather than enhancing their knowledge 
D) managers control costs via pay for job rather than certification 
E) employees are paid for their assigned jobs, regardless of the knowledge they possess

Question 12

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

Accepted Answer

A) True 
 B)False

Question 13

Lack of consistency among evaluators:

Accepted Answer

A) increases when employees are unionized 
B) is common when evaluators work in similar jobs to those being evaluated 
C) can be reduced by training 
D) is a greater problem in quantitative job evaluation than conventional job evaluation 
E) has little effect on results 
A) increases when employees are unionized 
B) is common when evaluators work in similar jobs to those being evaluated 
C) can be reduced by training 
D) is a greater problem in quantitative job evaluation than conventional job evaluation 
E) has little effect on results

Question 14

How do competencies motivate behaviour toward organization objectives?

Accepted Answer

Competencies provide guidelines for beha

Question 15

What is a competency-based approach?

Accepted Answer

It pays for underlying, broadl

Question 16

Employees like the potential of higher pay that comes with learning.

Accepted Answer

A) True 
 B)False

Question 17

Competency analysis is a:

Accepted Answer

A) process used to clarify the purpose of a competency system 
B) process used to evaluate the degree of subjectivity involved in a competency system 
C) process used to measure the reliability of a competency system 
D) process used to measure the validity of a competency system 
E) process used to understand the nature and characteristics of a job 
A) process used to clarify the purpose of a competency system 
B) process used to evaluate the degree of subjectivity involved in a competency system 
C) process used to measure the reliability of a competency system 
D) process used to measure the validity of a competency system 
E) process used to understand the nature and characteristics of a job

Question 18

Which of the following is true about competencies?

Accepted Answer

A) They tend to be unfair to the employees by justifying pay differences based on inferred proficiencies. 
B) They discourage employees from assuming leadership roles. 
C) They make people lose their focus. 
D) They focus on average performance rather than optimum performance. 
E) They fail to provide a common basis for working together. 
A) They tend to be unfair to the employees by justifying pay differences based on inferred proficiencies. 
B) They discourage employees from assuming leadership roles. 
C) They make people lose their focus. 
D) They focus on average performance rather than optimum performance. 
E) They fail to provide a common basis for working together.

Question 19

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

Accepted Answer

A) True 
 B)False

Question 20

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

Accepted Answer

A) True 
 B)False

Reliability refers to the degree to which the evaluation achieves the desired results.

One of the advantages of skill-based pay is continuous learning.

In a skill-based structure, managers' focus is on:

How is the validity of job evaluation measured?

The purpose of job-based and person-based procedures is to:

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Reliability of job evaluation can be measured by:

Which of the following is an advantage of competency-based systems?

In the context of job evaluation, validity is defined as:

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

In a skill-based structure:

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

Lack of consistency among evaluators:

How do competencies motivate behaviour toward organization objectives?

What is a competency-based approach?

Employees like the potential of higher pay that comes with learning.

Competency analysis is a:

Which of the following is true about competencies?

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 6: Person-Based Pay Structures

Reliability refers to the degree to which the evaluation achieves the desired results.

One of the advantages of skill-based pay is continuous learning.

In a skill-based structure, managers' focus is on:

How is the validity of job evaluation measured?

The purpose of job-based and person-based procedures is to:

"In order to establish a rational pay structure, a company performs job evaluation. The evaluation is found to be reliable." Which of the following statements indicate this?

Reliability of job evaluation can be measured by:

Which of the following is an advantage of competency-based systems?

In the context of job evaluation, validity is defined as:

Skill-based plans are usually applied to so-called white-collar work, and competency-based plans to so-called blue-collar work.

In a skill-based structure:

The heart of the person-based plan is that employees get paid for the specific skills they use in their jobs, not for the relevant skills or competencies they possess.

Lack of consistency among evaluators:

How do competencies motivate behaviour toward organization objectives?

What is a competency-based approach?

Employees like the potential of higher pay that comes with learning.

Competency analysis is a:

Which of the following is true about competencies?

One of the main advantages of a skill-based plan is that it can match people to a changing workflow more easily.

Skill-based plans are generally not well accepted by employees because it is difficult to see the connection between the plan, the work, and the size of the paycheque.

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters