Exam 7: Evaluating Jobs: The Job Evaluation Process

The job evaluation process focuses on how to evaluate individual employee performance to produce a solid foundation for a merit pay system.

Organizations operating in very dynamic environments often find themselves using out-of-date, irrelevant job descriptions to populate job evaluations. Which of the following is the likely cause of this?

Which evaluation method uses questionnaires to capture time spent on certain activities and the importance of those activities to the successful completion of the job?

Which of the following job evaluation methods has the potential to generate results that may be perceived as inequitable by stakeholders?

Which of the following statements would NOT describe an appropriate usage of job descriptions?

Which job analysis method produces a series of statements that, taken together, describe the job?

The textbook introduces four main approaches to conducting job analysis. Which of the following approaches would you NOT likely use to collect information on the teller role at an existing Canadian bank?

Which of the following is NOT a valid purpose for conducting job evaluation?

What do job specifications focus on?

Job analysis is derived from job specifications, which in turn are the foundation of all job evaluation systems.

Once completed, pay equity plans should be shared with employees, including both process and outcomes. Which of the following organizations would be exempt from posting their pay equity plans?

Mario performs his job at a very high standard. Unfortunately, a job evaluation process determined that he is currently being paid at a level below the minimum in a new pay scale. Which of the following statements best describes Mario's current position in the new pay scale?

Organizations need to answer a series of questions in order to conduct job evaluations effectively. What question would a job evaluation process NOT address?

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

Of the four main methods used to conduct job analysis, interviews and questionnaires are by far the most effective when dealing with organizations that do not currently have examples of jobs to be reviewed.

What key procedures need to be worked out to ensure the job evaluation process is effectively conducted and managed?

A job description serves several purposes, including providing guidance in the selection and recruitment process.

One of the shortcomings associated with job analysis in dynamic work environments is the potential for obsolete data to be used for a variety of human resource decisions. What proactive steps would you recommend to an organization facing this issue?

What should a job description contain if it is to be useful for job evaluation?

Which of the following processes is used to determine the relative importance of the employee's job to the organization and the placing of those jobs in the same hierarchy level?