Question 1

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

Accepted Answer

A) Simple ranking method 
B) Paired comparison method 
C) Classification method 
D) Alternation ranking method 
E) Point method 
A) Simple ranking method 
B) Paired comparison method 
C) Classification method 
D) Alternation ranking method 
E) Point method

Question 2

Which of the following is true about job evaluation?

Accepted Answer

A) It is used to establish an internally aligned pay structure. 
B) It is seldom developed using benchmark jobs. 
C) Employers design a single evaluation plan for all types of work. 
D) Typically, an employer evaluates all jobs in the organization at the same time. 
E) It isolates each job's pay from its relative contribution to the organization. 
A) It is used to establish an internally aligned pay structure. 
B) It is seldom developed using benchmark jobs. 
C) Employers design a single evaluation plan for all types of work. 
D) Typically, an employer evaluates all jobs in the organization at the same time. 
E) It isolates each job's pay from its relative contribution to the organization.

Question 3

Which of the following is a characteristic of a benchmark job?

Accepted Answer

A) It is unique to a particular employer. 
B) It is the highest paid job in the industry. 
C) Its contents are little known. 
D) It employs a reasonable proportion of the workforce. 
E) Its contents fluctuate frequently. 
A) It is unique to a particular employer. 
B) It is the highest paid job in the industry. 
C) Its contents are little known. 
D) It employs a reasonable proportion of the workforce. 
E) Its contents fluctuate frequently.

Question 4

Use a book-shelf analogy to explain the classification job evaluation method.

Accepted Answer

Picture a bookcase with many s

Question 5

The last step involved in the point method of job evaluation is determining the compensable factors.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is a criterion used in scaling factors?

Accepted Answer

A) limit degrees to those necessary to distinguish between jobs 
B) use sophisticated terminology in order to be perceived as important 
C) ensure the degree is separated from the job 
D) ensure the use of more than five degrees per factor 
E) have no more than five degrees per factor 
A) limit degrees to those necessary to distinguish between jobs 
B) use sophisticated terminology in order to be perceived as important 
C) ensure the degree is separated from the job 
D) ensure the use of more than five degrees per factor 
E) have no more than five degrees per factor

Question 7

To be sure that all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs.

Accepted Answer

A) True 
 B)False

Question 8

Mention a disadvantage of ranking.

Accepted Answer

It becomes cumbersom

Question 9

_________are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Accepted Answer

A) Factor degrees 
B) Compensable factors 
C) Factor weights 
D) Job benchmarks 
E) Pursuable features 
A) Factor degrees 
B) Compensable factors 
C) Factor weights 
D) Job benchmarks 
E) Pursuable features

Question 10

Ranking tells employees specifically what in their jobs is important.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is an advantage of the ranking method of evaluation?

Accepted Answer

A) It frees the process of evaluation from subjectivity. 
B) It is fast, simple, and easy to explain. 
C) It does not require the evaluator to know about all jobs under study. 
D) It is best suited for a rapidly growing organization. 
E) It makes the criteria for evaluating jobs explicit. 
A) It frees the process of evaluation from subjectivity. 
B) It is fast, simple, and easy to explain. 
C) It does not require the evaluator to know about all jobs under study. 
D) It is best suited for a rapidly growing organization. 
E) It makes the criteria for evaluating jobs explicit.

Question 12

To be useful, compensable factors should be:

Accepted Answer

A) based on the strategy of the organization's competitors 
B) acceptable to the stakeholders affected by the resulting pay structure 
C) based on the strategy but not the values of the organization 
D) constant during major shifts in business strategies 
E) standardized across all employers 
A) based on the strategy of the organization's competitors 
B) acceptable to the stakeholders affected by the resulting pay structure 
C) based on the strategy but not the values of the organization 
D) constant during major shifts in business strategies 
E) standardized across all employers

Question 13

What are the most common job evaluation methods?

Accepted Answer

Ranking, classificat

Question 14

The contents of a benchmark job are not stable; they vary frequently.

Accepted Answer

A) True 
 B)False

Question 15

The last step involved in the point method of job evaluation is determining the compensable factors.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is the final step involved in the design of a point plan for job evaluation?

Accepted Answer

A) communicate the plan and train users 
B) prepare a communication manual 
C) conduct job analysis 
D) apply plan to non-benchmark jobs 
E) determine compensable factors 
A) communicate the plan and train users 
B) prepare a communication manual 
C) conduct job analysis 
D) apply plan to non-benchmark jobs 
E) determine compensable factors

Question 17

Mention some major decisions in job evaluation.

Accepted Answer

Some major decisions in job evaluation a

Question 18

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

Accepted Answer

A) True 
 B)False

Question 19

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

Accepted Answer

A) True 
 B)False

Question 20

What are the characteristics of an internally aligned pay structure?

Accepted Answer

An internally aligned pay stru

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

Which of the following is true about job evaluation?

Which of the following is a characteristic of a benchmark job?

Use a book-shelf analogy to explain the classification job evaluation method.

The last step involved in the point method of job evaluation is determining the compensable factors.

Which of the following is a criterion used in scaling factors?

To be sure that all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs.

Mention a disadvantage of ranking.

_________are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Ranking tells employees specifically what in their jobs is important.

Which of the following is an advantage of the ranking method of evaluation?

To be useful, compensable factors should be:

What are the most common job evaluation methods?

The contents of a benchmark job are not stable; they vary frequently.

The last step involved in the point method of job evaluation is determining the compensable factors.

Which of the following is the final step involved in the design of a point plan for job evaluation?

Mention some major decisions in job evaluation.

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

What are the characteristics of an internally aligned pay structure?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

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 5: Job-Based Structures and Job Evaluation

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

Which of the following is true about job evaluation?

Which of the following is a characteristic of a benchmark job?

Use a book-shelf analogy to explain the classification job evaluation method.

The last step involved in the point method of job evaluation is determining the compensable factors.

Which of the following is a criterion used in scaling factors?

To be sure that all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs.

Mention a disadvantage of ranking.

_________are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

Ranking tells employees specifically what in their jobs is important.

Which of the following is an advantage of the ranking method of evaluation?

To be useful, compensable factors should be:

What are the most common job evaluation methods?

The contents of a benchmark job are not stable; they vary frequently.

The last step involved in the point method of job evaluation is determining the compensable factors.

Which of the following is the final step involved in the design of a point plan for job evaluation?

Mention some major decisions in job evaluation.

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

What are the characteristics of an internally aligned pay structure?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Person-Based Pay Structures

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