Question 1

Leadership,customer orientation and functional expertise are examples of which group of competencies?

Accepted Answer

A)  Personal characteristics 
B)  Visionary 
C)  Organization specific 
D)  Team dynamics 
A)  Personal characteristics 
B)  Visionary 
C)  Organization specific 
D)  Team dynamics C

Question 2

Skill-based pay plans can focus on both depth of work and breadth.

Accepted Answer

A) True 
 B)False  True

Question 3

Competencies provide guidelines for behavior and keep people focused.

Accepted Answer

A) True 
 B)False  True

Question 4

Skill-based plans often fail to account for whether or not an individual is using a particular skill on a particular day.

Accepted Answer

A) True 
 B)False

Question 5

An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to:

Accepted Answer

A)  examine the number of formal appeals. 
B)  examine the number of requests for reanalysis. 
C)  conduct employee attitude surveys. 
D)  examine the number of job offers not accepted. 
A)  examine the number of formal appeals. 
B)  examine the number of requests for reanalysis. 
C)  conduct employee attitude surveys. 
D)  examine the number of job offers not accepted.

Question 6

The main advantage of skill-based pay plans is:

Accepted Answer

A)  the line of sight is clear. 
B)  they aid in matching workers to the work flow. 
C)  they are less expensive than job-based plans. 
D)  courts view them very favorably. 
A)  the line of sight is clear. 
B)  they aid in matching workers to the work flow. 
C)  they are less expensive than job-based plans. 
D)  courts view them very favorably.

Question 7

What is relevance of flexibility in skill-based plans?

Accepted Answer

Research suggests that the greatest impa

Question 8

Competency-based plans have the potential to clarify new standards and behavioral expectations.

Accepted Answer

A) True 
 B)False

Question 9

Research shows the reliability among rankings of jobs by different people is:

Accepted Answer

A)  .15-36 
B)  .35-46 
C)  .55-66 
D)  .85-96 
A)  .15-36 
B)  .35-46 
C)  .55-66 
D)  .85-96

Question 10

Scaled competency indicators are similar to degrees of compensable factors.

Accepted Answer

A) True 
 B)False

Question 11

In analyzing a firm's competencies under "impact and influence",what are "direct persuasion","multiple attempts to persuade",and "multiple actions to influence"?

Accepted Answer

A)  Competency indicators 
B)  Competency factors 
C)  Competency sets 
D)  Core competency scales 
A)  Competency indicators 
B)  Competency factors 
C)  Competency sets 
D)  Core competency scales

Question 12

A study of 400 compensation specialists found that:

Accepted Answer

A)  job evaluation data have a larger effect than market data. 
B)  current pay data have a larger effect than market data. 
C)  job titles have a larger effect than job evaluation data. 
D)  market data have a larger effect than job evaluation data. 
A)  job evaluation data have a larger effect than market data. 
B)  current pay data have a larger effect than market data. 
C)  job titles have a larger effect than job evaluation data. 
D)  market data have a larger effect than job evaluation data.

Question 13

Skill-based pay applications is most common in:

Accepted Answer

A)  education. 
B)  manufacturing. 
C)  health care. 
D)  service industries. 
A)  education. 
B)  manufacturing. 
C)  health care. 
D)  service industries.

Question 14

The certification process in skill-based pay is analogous to _____ in a job-based analysis.

Accepted Answer

A)  job analysis 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights 
A)  job analysis 
B)  compensable factors 
C)  regression analysis 
D)  factor degrees and weights

Question 15

Transactional work is typically paid more than tacit work.

Accepted Answer

A) True 
 B)False

Question 16

As experience with competencies has grown,organizations are placing greater emphasis on business-related descriptions of behaviors.

Accepted Answer

A) True 
 B)False

Question 17

Reliability of job evaluations can be improved by using evaluators who are neutral third parties or by employing consumer evaluation committees.

Accepted Answer

A) True 
 B)False

Question 18

In a multiskill system,pay increases come with:

Accepted Answer

A)  improved efficiency. 
B)  tenure and seniority. 
C)  job assignments. 
D)  certification of new skills. 
A)  improved efficiency. 
B)  tenure and seniority. 
C)  job assignments. 
D)  certification of new skills.

Question 19

A _____ approach controls costs by paying only as much as the work performed is worth,regardless of any greater skills the employee may possess.

Accepted Answer

A)  performance-based 
B)  competency-based 
C)  job-based 
D)  skill-based 
A)  performance-based 
B)  competency-based 
C)  job-based 
D)  skill-based

Question 20

A "camper" is a person who _____ in a skill-based pay system.

Accepted Answer

A)  "tops out" in a skill-based pay system 
B)  is a "jack of all trades" 
C)  is an employee who does not want to rotate jobs 
D)  who moves too quickly from job to job 
A)  "tops out" in a skill-based pay system 
B)  is a "jack of all trades" 
C)  is an employee who does not want to rotate jobs 
D)  who moves too quickly from job to job

Leadership,customer orientation and functional expertise are examples of which group of competencies?

Skill-based pay plans can focus on both depth of work and breadth.

Competencies provide guidelines for behavior and keep people focused.

Skill-based plans often fail to account for whether or not an individual is using a particular skill on a particular day.

An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to:

The main advantage of skill-based pay plans is:

What is relevance of flexibility in skill-based plans?

Competency-based plans have the potential to clarify new standards and behavioral expectations.

Research shows the reliability among rankings of jobs by different people is:

Scaled competency indicators are similar to degrees of compensable factors.

In analyzing a firm's competencies under "impact and influence",what are "direct persuasion","multiple attempts to persuade",and "multiple actions to influence"?

A study of 400 compensation specialists found that:

Skill-based pay applications is most common in:

The certification process in skill-based pay is analogous to _____ in a job-based analysis.

Transactional work is typically paid more than tacit work.

As experience with competencies has grown,organizations are placing greater emphasis on business-related descriptions of behaviors.

Reliability of job evaluations can be improved by using evaluators who are neutral third parties or by employing consumer evaluation committees.

In a multiskill system,pay increases come with:

A _____ approach controls costs by paying only as much as the work performed is worth,regardless of any greater skills the employee may possess.

A "camper" is a person who _____ in a skill-based pay system.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 6: Person-Based Structures

Leadership,customer orientation and functional expertise are examples of which group of competencies?

Skill-based pay plans can focus on both depth of work and breadth.

Competencies provide guidelines for behavior and keep people focused.

Skill-based plans often fail to account for whether or not an individual is using a particular skill on a particular day.

An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to:

The main advantage of skill-based pay plans is:

What is relevance of flexibility in skill-based plans?

Competency-based plans have the potential to clarify new standards and behavioral expectations.

Research shows the reliability among rankings of jobs by different people is:

Scaled competency indicators are similar to degrees of compensable factors.

In analyzing a firm's competencies under "impact and influence",what are "direct persuasion","multiple attempts to persuade",and "multiple actions to influence"?

A study of 400 compensation specialists found that:

Skill-based pay applications is most common in:

The certification process in skill-based pay is analogous to _____ in a job-based analysis.

Transactional work is typically paid more than tacit work.

As experience with competencies has grown,organizations are placing greater emphasis on business-related descriptions of behaviors.

Reliability of job evaluations can be improved by using evaluators who are neutral third parties or by employing consumer evaluation committees.

In a multiskill system,pay increases come with:

A _____ approach controls costs by paying only as much as the work performed is worth,regardless of any greater skills the employee may possess.

A "camper" is a person who _____ in a skill-based pay system.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters