Question 1

Which of the following is true about compensable factors?

Accepted Answer

A) The compensable factors used to slot jobs into the pay structure should not be differentiated based on their importance. 
B) They should remain constant during major shifts in business strategies. 
C) The compensable factors used to slot jobs into the pay structure should be acceptable by employees; not stakeholders. 
D) Documentation supporting the choice of factors for different jobs provides the rationale why work is paid differently or the same. 
E) Differences in factors that are not based on the work itself diminishes the likelihood of challenges arising. 
A) The compensable factors used to slot jobs into the pay structure should not be differentiated based on their importance. 
B) They should remain constant during major shifts in business strategies. 
C) The compensable factors used to slot jobs into the pay structure should be acceptable by employees; not stakeholders. 
D) Documentation supporting the choice of factors for different jobs provides the rationale why work is paid differently or the same. 
E) Differences in factors that are not based on the work itself diminishes the likelihood of challenges arising.

Question 2

Alternation ranking and paired comparison methods are more reliable than simple ranking.

Accepted Answer

A) True 
 B)False

Question 3

In a point plan process, which of the following steps follows immediately after the design of the job evaluation plan is complete?

Accepted Answer

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

Question 4

is the process of systematically determining the relative worth of jobs to create a job structure for the organization.

Accepted Answer

A) Job evaluation 
B) Job description 
C) Job structuring 
D) Factor weighting 
E) Job processing 
A) Job evaluation 
B) Job description 
C) Job structuring 
D) Factor weighting 
E) Job processing

Question 5

Describe the role of a union in the job evaluation process.

Accepted Answer

Organizations with unions often find it

Question 6

The lists all jobs across columns and down rows of a matrix, analyzing the two jobs in each cell and indicating which is of greater value, then ranking jobs based on the total number of times each is ranked as being of greater value.

Accepted Answer

A) classification method 
B) point method 
C) alternation ranking method 
D) repeat point method 
E) paired comparison method 
A) classification method 
B) point method 
C) alternation ranking method 
D) repeat point method 
E) paired comparison method

Question 7

An internal job structure based on refers to the skills required for the job, its duties, and its responsibilities.

Accepted Answer

A) compensable factors 
B) point methods 
C) job content 
D) external market rates 
E) job value 
A) compensable factors 
B) point methods 
C) job content 
D) external market rates 
E) job value

Question 8

What is a factor degree?

Accepted Answer

A factor degree is the descrip

Question 9

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 10

An internal job structure based on refers to the relative contribution of the skills, duties, and responsibilities of a job to the organization's goals.

Accepted Answer

A) external market rates 
B) compensable factors 
C) job value 
D) job content 
E) point methods 
A) external market rates 
B) compensable factors 
C) job value 
D) job content 
E) point methods

Question 11

What are the most common job evaluation methods?

Accepted Answer

Ranking, classificat

Question 12

is a job evaluation method that assigns a number to each job, based on compensable factors that are numerically scaled and weighted.

Accepted Answer

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

Question 13

Ranking tells employees specifically what in their jobs is important.

Accepted Answer

A) True 
 B)False

Which of the following is true about compensable factors?

Alternation ranking and paired comparison methods are more reliable than simple ranking.

In a point plan process, which of the following steps follows immediately after the design of the job evaluation plan is complete?

is the process of systematically determining the relative worth of jobs to create a job structure for the organization.

Describe the role of a union in the job evaluation process.

The lists all jobs across columns and down rows of a matrix, analyzing the two jobs in each cell and indicating which is of greater value, then ranking jobs based on the total number of times each is ranked as being of greater value.

An internal job structure based on refers to the skills required for the job, its duties, and its responsibilities.

What is a factor degree?

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

An internal job structure based on refers to the relative contribution of the skills, duties, and responsibilities of a job to the organization's goals.

What are the most common job evaluation methods?

is a job evaluation method that assigns a number to each job, based on compensable factors that are numerically scaled and weighted.

Ranking tells employees specifically what in their jobs is important.

The Pay Model

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

Which of the following is true about compensable factors?

Alternation ranking and paired comparison methods are more reliable than simple ranking.

In a point plan process, which of the following steps follows immediately after the design of the job evaluation plan is complete?

is the process of systematically determining the relative worth of jobs to create a job structure for the organization.

Describe the role of a union in the job evaluation process.

The lists all jobs across columns and down rows of a matrix, analyzing the two jobs in each cell and indicating which is of greater value, then ranking jobs based on the total number of times each is ranked as being of greater value.

An internal job structure based on refers to the skills required for the job, its duties, and its responsibilities.

What is a factor degree?

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

An internal job structure based on refers to the relative contribution of the skills, duties, and responsibilities of a job to the organization's goals.

What are the most common job evaluation methods?

is a job evaluation method that assigns a number to each job, based on compensable factors that are numerically scaled and weighted.

Ranking tells employees specifically what in their jobs is important.

The Pay Model

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