Question 1

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

Accepted Answer

A) True 
 B)False

Question 2

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Accepted Answer

While skill- and job-based systems focus

Question 3

Research on skill-based plans has shown that skill-based plans:

Accepted Answer

A) do not provide enough motivation for individuals to increase their skills 
B) are not affected by organizational strategy 
C) are generally well accepted by employees 
D) are long-term initiatives for specific settings 
E) encourage employees to focus on seeking promotions to earn more pay 
A) do not provide enough motivation for individuals to increase their skills 
B) are not affected by organizational strategy 
C) are generally well accepted by employees 
D) are long-term initiatives for specific settings 
E) encourage employees to focus on seeking promotions to earn more pay

Question 4

What is the purpose of a skill-based structure?

Accepted Answer

It supports the strategy and o

Question 5

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

Accepted Answer

A) True 
 B)False

Question 6

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

Accepted Answer

A) job-based 
B) skill-based 
C) mission-based 
D) opportunity-based 
E) task-based 
A) job-based 
B) skill-based 
C) mission-based 
D) opportunity-based 
E) task-based

Question 7

The primary purpose of using an appeal process for job evaluation results is to:

Accepted Answer

A) ensure that different evaluators produce the same results after job evaluation 
B) set pay level of the employees below that of the competitors 
C) provide employees' with the opportunity to request skills re-evaluation 
D) reduce employee interest in unionization 
E) reduce employee involvement in the job evaluation process 
A) ensure that different evaluators produce the same results after job evaluation 
B) set pay level of the employees below that of the competitors 
C) provide employees' with the opportunity to request skills re-evaluation 
D) reduce employee interest in unionization 
E) reduce employee involvement in the job evaluation process

Question 8

Which of the following is true about certification methods?

Accepted Answer

A) Recertification has been replaced with one-time certification. 
B) Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points.. 
C) Certification cannot be accomplished through on-the-job demonstrations. 
D) Certification cannot be accomplished through peer review. 
E) Scheduling makes it more difficult to budget and control payroll increases. 
A) Recertification has been replaced with one-time certification. 
B) Newer certification procedures are moving away from on-demand review and towards scheduling fixed-review points.. 
C) Certification cannot be accomplished through on-the-job demonstrations. 
D) Certification cannot be accomplished through peer review. 
E) Scheduling makes it more difficult to budget and control payroll increases.

Question 9

Which of the following can be classified under visionary competency?

Accepted Answer

A) flexibility 
B) global perspective 
C) respect for others 
D) personal integrity 
E) loyalty 
A) flexibility 
B) global perspective 
C) respect for others 
D) personal integrity 
E) loyalty

Question 10

Which of the following is true of job evaluation?

Accepted Answer

A) Job evaluation influences internal pay structures. 
B) Job evaluation is free of gender bias. 
C) Job evaluation fixes pay scale for each employee in every organizations. 
D) Job evaluation involves periodical assessment of employees' performance. 
E) Job evaluation is free of subjectivity. 
A) Job evaluation influences internal pay structures. 
B) Job evaluation is free of gender bias. 
C) Job evaluation fixes pay scale for each employee in every organizations. 
D) Job evaluation involves periodical assessment of employees' performance. 
E) Job evaluation is free of subjectivity.

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Research on skill-based plans has shown that skill-based plans:

What is the purpose of a skill-based structure?

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

The primary purpose of using an appeal process for job evaluation results is to:

Which of the following is true about certification methods?

Which of the following can be classified under visionary competency?

Which of the following is true of job evaluation?

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

Employee acceptance is crucial for person-based plans because it is the key to employees' perceptions of fairness regarding the pay structure.

Define competencies and explain what is meant by core competencies, competency sets, and competency indicators.

Research on skill-based plans has shown that skill-based plans:

What is the purpose of a skill-based structure?

Skill-based pay structure does not allow people to be deployed in a way that matches the flow of work.

Pay structures that link pay to the depth or breadth of the abilities and knowledge a person acquires, which are relevant to work are known as pay structures.

The primary purpose of using an appeal process for job evaluation results is to:

Which of the following is true about certification methods?

Which of the following can be classified under visionary competency?

Which of the following is true of job evaluation?

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