Question 1

Determining the relative worth of jobs to the organization is an example of:

Accepted Answer

A)  validity 
B)  consistency 
C)  acceptability 
D)  reliability 
E)  subjectivity 
A)  validity 
B)  consistency 
C)  acceptability 
D)  reliability 
E)  subjectivity A

Question 2

Employees like the control over their work lives that comes with the skill-based structure.

Accepted Answer

A) True 
 B)False  True

Question 3

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

Accepted Answer

A)  cognitive patterns 
B)  competence builders 
C)  core competencies 
D)  behavioural descriptors 
E)  core mnemonics 
A)  cognitive patterns 
B)  competence builders 
C)  core competencies 
D)  behavioural descriptors 
E)  core mnemonics D

Question 4

What are the three key elements of a competency-based approach?

Accepted Answer

A competency-based approach to education

Question 5

Which of the following is true about competencies?

Accepted Answer

A)  They focus on average performance rather than optimum performance. 
B)  They discourage employees from assuming leadership roles. 
C)  They fail to provide a common basis for working together. 
D)  They create risks that need to be managed due to inferred proficiencies. 
E)  They make people lose their focus. 
A)  They focus on average performance rather than optimum performance. 
B)  They discourage employees from assuming leadership roles. 
C)  They fail to provide a common basis for working together. 
D)  They create risks that need to be managed due to inferred proficiencies. 
E)  They make people lose their focus.

Question 6

Behavioural descriptors translate the core competencies into specific actions.

Accepted Answer

A) True 
 B)False

Question 7

Lack of reliability with evaluators:

Accepted Answer

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

Question 8

The higher labour costs under skill-based pay indicate that it may be a better fit to companies where _____.

Accepted Answer

A)  labour costs are a small share of total costs 
B)  labour costs are a large share of total costs 
C)  employees lack motivation to increase their skills 
D)  employees focus on seeking promotions to earn more pay 
E)  the focus is on average performance rather than optimum performance 
A)  labour costs are a small share of total costs 
B)  labour costs are a large share of total costs 
C)  employees lack motivation to increase their skills 
D)  employees focus on seeking promotions to earn more pay 
E)  the focus is on average performance rather than optimum performance

Question 9

A job-based plan pays employees for the job to which they are assigned, regardless of the skills they possess.

Accepted Answer

A) True 
 B)False

Question 10

The most important decision in competency analysis is: ______.

Accepted Answer

A)  deciding what information to collect 
B)  clarifying the objective of the plan 
C)  deciding who to involve 
D)  establishing certification methods 
E)  conducting research 
A)  deciding what information to collect 
B)  clarifying the objective of the plan 
C)  deciding who to involve 
D)  establishing certification methods 
E)  conducting research

Question 11

Compare and contrast earlier schools of thought concerning competencies with more recent conceptions.

Accepted Answer

Earlier schools of thought concerning co

Question 12

Employees and managers are the sources of information for all the following EXCEPT:

Accepted Answer

A)  defining the skills 
B)  assessing the skills 
C)  arranging skills into a hierarchy 
D)  bundling skills into skill blocks 
E)  certifying whether a person possesses the skills 
A)  defining the skills 
B)  assessing the skills 
C)  arranging skills into a hierarchy 
D)  bundling skills into skill blocks 
E)  certifying whether a person possesses the skills

Question 13

Which of the following is an advantage of the job-based pay structure?

Accepted Answer

A)  flexibility 
B)  sense of progress 
C)  continuous learning 
D)  lateral movement 
E)  reduced workforce 
A)  flexibility 
B)  sense of progress 
C)  continuous learning 
D)  lateral movement 
E)  reduced workforce

Question 14

List the basic decisions involved in determining a skill-based structure.

Accepted Answer

1. Identifying the necessary skills: The

Determining the relative worth of jobs to the organization is an example of:

Employees like the control over their work lives that comes with the skill-based structure.

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

What are the three key elements of a competency-based approach?

Which of the following is true about competencies?

Behavioural descriptors translate the core competencies into specific actions.

Lack of reliability with evaluators:

The higher labour costs under skill-based pay indicate that it may be a better fit to companies where _____.

A job-based plan pays employees for the job to which they are assigned, regardless of the skills they possess.

The most important decision in competency analysis is: ______.

Compare and contrast earlier schools of thought concerning competencies with more recent conceptions.

Employees and managers are the sources of information for all the following EXCEPT:

Which of the following is an advantage of the job-based pay structure?

List the basic decisions involved in determining a skill-based structure.

The Pay Model

Strategy-The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Pay Structures and Job Evaluation

Defining External Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Roles of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 6: Person-Based Pay Structures

Determining the relative worth of jobs to the organization is an example of:

Employees like the control over their work lives that comes with the skill-based structure.

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

What are the three key elements of a competency-based approach?

Which of the following is true about competencies?

Behavioural descriptors translate the core competencies into specific actions.

Lack of reliability with evaluators:

The higher labour costs under skill-based pay indicate that it may be a better fit to companies where _____.

A job-based plan pays employees for the job to which they are assigned, regardless of the skills they possess.

The most important decision in competency analysis is: ______.

Compare and contrast earlier schools of thought concerning competencies with more recent conceptions.

Employees and managers are the sources of information for all the following EXCEPT:

Which of the following is an advantage of the job-based pay structure?

List the basic decisions involved in determining a skill-based structure.

The Pay Model

Strategy-The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Pay Structures and Job Evaluation

Defining External Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Roles of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters