Question 1

In the context of job evaluation, how can an organization improve employee acceptability?

Accepted Answer

Several devices are used to assess and i

Question 2

Competency indicators translate the core competencies into specific actions.

Accepted Answer

A) True 
 B)False

Question 3

A(n)_________system is one where pay increases come with certification of new abilities.

Accepted Answer

A) task-based 
B) multiskill-based 
C) work-based 
D) assignment-based 
E) job-based 
A) task-based 
B) multiskill-based 
C) work-based 
D) assignment-based 
E) job-based

Question 4

What is the process for determining a skill-based structure?

Accepted Answer

It begins with a skill analysis, which i

Question 5

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

Accepted Answer

A) work-based pay structure 
B) duty-based pay structure 
C) task-based pay structure 
D) skill-based pay structure 
E) assignment-based pay structure 
A) work-based pay structure 
B) duty-based pay structure 
C) task-based pay structure 
D) skill-based pay structure 
E) assignment-based pay structure

Question 6

A limitation of a competency-based structure is that it requires cost controls.

Accepted Answer

A) True 
 B)False

Question 7

Observable behaviours that indicate the level of competency within each competency set are known as:

Accepted Answer

A) cognitive patterns 
B) core mnemonics 
C) competence builders 
D) core competencies 
E) competency indicators 
A) cognitive patterns 
B) core mnemonics 
C) competence builders 
D) core competencies 
E) competency indicators

Question 8

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Accepted Answer

A) True 
 B)False

Question 9

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

Accepted Answer

A) True 
 B)False

Question 10

Competency-based pay plans are different from skill-based plans in that:

Accepted Answer

A) competency-based plans are a type of job-based pay structures 
B) competency-based plans are applied only to blue-collar jobs 
C) competency-based plans eliminate the need to control costs 
D) competency-based plans do not allow for lateral movement 
E) competency-based plans are not very specific; they are more general, paying for broadly applicable knowledge, skills and behaviour 
A) competency-based plans are a type of job-based pay structures 
B) competency-based plans are applied only to blue-collar jobs 
C) competency-based plans eliminate the need to control costs 
D) competency-based plans do not allow for lateral movement 
E) competency-based plans are not very specific; they are more general, paying for broadly applicable knowledge, skills and behaviour

Question 11

What are the two types of skill plans?

Accepted Answer

Skill plans can focus on depth (e.g., sp

Question 12

Which of the following is true of competency-based plans?

Accepted Answer

A) These plans are free of biases and judgments. 
B) These plans eliminate the need to control costs. 
C) Managers who use these plans focus on placing the right people in the right job. 
D) These plans maximize flexibility. 
E) Results of these plans are always reliable and valid. 
A) These plans are free of biases and judgments. 
B) These plans eliminate the need to control costs. 
C) Managers who use these plans focus on placing the right people in the right job. 
D) These plans maximize flexibility. 
E) Results of these plans are always reliable and valid.

Question 13

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following individuals possesses "personal characteristics" competency?

Accepted Answer

A) Joshua possesses leadership skills. 
B) Katie works constantly to improve customer interaction. 
C) Jake demonstrates an uncompromising integrity toward company values. 
D) Eric works respectfully in multicultural environments. 
E) Lisa shows interest in developing others. 
A) Joshua possesses leadership skills. 
B) Katie works constantly to improve customer interaction. 
C) Jake demonstrates an uncompromising integrity toward company values. 
D) Eric works respectfully in multicultural environments. 
E) Lisa shows interest in developing others.

Question 15

How are "personal characteristics" competencies different from "visionary" competencies?

Accepted Answer

Personal characteristics have the aura o

Question 16

Which of the following is true about job evaluation?

Accepted Answer

A) It perpetuates any bias that exists in current wages when structured to mirror existing pay rates. 
B) It is not susceptible to gender bias. 
C) It does not bear any influence on skill-based pay structure. 
D) It is free of subjectivity. 
E) It involves identifying an employee's visionary competency. 
A) It perpetuates any bias that exists in current wages when structured to mirror existing pay rates. 
B) It is not susceptible to gender bias. 
C) It does not bear any influence on skill-based pay structure. 
D) It is free of subjectivity. 
E) It involves identifying an employee's visionary competency.

Question 17

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

Accepted Answer

A) valid 
B) reliable 
C) systematic 
D) unpredictable 
E) random 
A) valid 
B) reliable 
C) systematic 
D) unpredictable 
E) random

Question 18

Which of the following is the first step in determining an internal skill-based structure?

Accepted Answer

A) arranging skill blocks into a skill structure 
B) performing skill analysis 
C) describing and evaluating the skills 
D) grouping related skills into a single unit 
E) performing skill certification 
A) arranging skill blocks into a skill structure 
B) performing skill analysis 
C) describing and evaluating the skills 
D) grouping related skills into a single unit 
E) performing skill certification

Question 19

Advocates of competencies say that they can empower employees to take charge of their own development.

Accepted Answer

A) True 
 B)False

Question 20

What are the recommendations that can ensure that job evaluation plans are bias-free?

Accepted Answer

Several recommendations seek to ensure t

In the context of job evaluation, how can an organization improve employee acceptability?

Competency indicators translate the core competencies into specific actions.

A(n)_________system is one where pay increases come with certification of new abilities.

What is the process for determining a skill-based structure?

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

A limitation of a competency-based structure is that it requires cost controls.

Observable behaviours that indicate the level of competency within each competency set are known as:

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

Competency-based pay plans are different from skill-based plans in that:

What are the two types of skill plans?

Which of the following is true of competency-based plans?

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Which of the following individuals possesses "personal characteristics" competency?

How are "personal characteristics" competencies different from "visionary" competencies?

Which of the following is true about job evaluation?

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

Which of the following is the first step in determining an internal skill-based structure?

Advocates of competencies say that they can empower employees to take charge of their own development.

What are the recommendations that can ensure that job evaluation plans are bias-free?

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

In the context of job evaluation, how can an organization improve employee acceptability?

Competency indicators translate the core competencies into specific actions.

A(n)_________system is one where pay increases come with certification of new abilities.

What is the process for determining a skill-based structure?

A pay structure in which employees are paid based on the work knowledge that they acquire is known as:

A limitation of a competency-based structure is that it requires cost controls.

Observable behaviours that indicate the level of competency within each competency set are known as:

Using evaluators who are familiar with the jobs they are evaluating enhances reliability of the evaluation.

Visionary characteristics are the lowest level competencies that can be used to collect information about competencies.

Competency-based pay plans are different from skill-based plans in that:

What are the two types of skill plans?

Which of the following is true of competency-based plans?

The skills on which a structure is based should be directly related to the organization's objectives and strategy.

Which of the following individuals possesses "personal characteristics" competency?

How are "personal characteristics" competencies different from "visionary" competencies?

Which of the following is true about job evaluation?

If a job evaluation method consistently yields the same results under different evaluators it can be said that the method is:

Which of the following is the first step in determining an internal skill-based structure?

Advocates of competencies say that they can empower employees to take charge of their own development.

What are the recommendations that can ensure that job evaluation plans are bias-free?

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