Question 1

The process of identifying competencies resembles identifying _____ as part of job evaluation.

Accepted Answer

A)  compensable factors 
B)  job description 
C)  employee requirement 
D)  workflow outlay 
A)  compensable factors 
B)  job description 
C)  employee requirement 
D)  workflow outlay

Question 2

Does skill-based pay systems reduce the requirement for supervision?

Accepted Answer

The fluid work assignments that skill-ba

Question 3

There is far greater uniformity in the use of terms in person-based plans than there is in job-based plans.

Accepted Answer

A) True 
 B)False

Question 4

_____ are to behavioral descriptors as skill analysis is to the certification process.

Accepted Answer

A)  Factor degrees and weights 
B)  Job analysis 
C)  Core competencies 
D)  Competency sets 
A)  Factor degrees and weights 
B)  Job analysis 
C)  Core competencies 
D)  Competency sets

Question 5

Which are the two reasons that make competencies a risky foundation for a pay system?

Accepted Answer

A)  Number of stakeholders and lack of a global standard 
B)  Openness and non-quantifiable nature 
C)  Vagueness and subjectivity 
D)  Lack of motivation and abstract objectives 
A)  Number of stakeholders and lack of a global standard 
B)  Openness and non-quantifiable nature 
C)  Vagueness and subjectivity 
D)  Lack of motivation and abstract objectives

Question 6

Which of the following is the most important attribute of competency-based structure in a global work environment?

Accepted Answer

A)  Supports the work flow 
B)  Fair to employees 
C)  Common basis for communication 
D)  Supports the organization strategy 
A)  Supports the work flow 
B)  Fair to employees 
C)  Common basis for communication 
D)  Supports the organization strategy

Question 7

A potential disadvantage of skill-based pay is labor costs can be a source of competitive disadvantage.

Accepted Answer

A) True 
 B)False

Question 8

The main appeal of competencies is the direct link to the organization's strategy.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

Accepted Answer

A)  Include legal advisors while developing a plan. 
B)  Ensure that the job descriptions are bias-free. 
C)  Exclude incumbent names from the job evaluation process. 
D)  Train diverse evaluators. 
A)  Include legal advisors while developing a plan. 
B)  Ensure that the job descriptions are bias-free. 
C)  Exclude incumbent names from the job evaluation process. 
D)  Train diverse evaluators.

Question 10

Complex work is likely best supported by person-based pay systems.

Accepted Answer

A) True 
 B)False

Question 11

Skill-based plans are generally well accepted by employees because it is easy to see the connection between the plan,the work,and the size of the paycheck.

Accepted Answer

A) True 
 B)False

Question 12

Compared to an on-demand review of certifications,scheduling fixed review points makes it easier to budget and control payroll increases.

Accepted Answer

A) True 
 B)False

Question 13

Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.

Accepted Answer

A) True 
 B)False

Question 14

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

Accepted Answer

A) True 
 B)False

Question 15

What is the relevance of certification in a multiskill system?

Accepted Answer

Employees in a multiskill system earn pa

Question 16

Advocates of competencies say that by focusing on optimum performance rather than average performance,competencies can help employees maintain their marketability.

Accepted Answer

A) True 
 B)False

Question 17

The scheme used in the text for classifying competencies consists of three groups.Which of the following is not one of them?

Accepted Answer

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

Question 18

What are the objectives that may be used to assess a skill-based pay plan?

Accepted Answer

Skill-based structures can be evaluated

Question 19

The roots of both job analysis and job evaluation can be traced to _____.

Accepted Answer

A)  Frederick Taylor 
B)  Karl Marx 
C)  Adam Smith 
D)  Ronald McFreyer 
A)  Frederick Taylor 
B)  Karl Marx 
C)  Adam Smith 
D)  Ronald McFreyer

Question 20

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

Accepted Answer

A) True 
 B)False

The process of identifying competencies resembles identifying _____ as part of job evaluation.

Does skill-based pay systems reduce the requirement for supervision?

There is far greater uniformity in the use of terms in person-based plans than there is in job-based plans.

_____ are to behavioral descriptors as skill analysis is to the certification process.

Which are the two reasons that make competencies a risky foundation for a pay system?

Which of the following is the most important attribute of competency-based structure in a global work environment?

A potential disadvantage of skill-based pay is labor costs can be a source of competitive disadvantage.

The main appeal of competencies is the direct link to the organization's strategy.

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

Complex work is likely best supported by person-based pay systems.

Skill-based plans are generally well accepted by employees because it is easy to see the connection between the plan,the work,and the size of the paycheck.

Compared to an on-demand review of certifications,scheduling fixed review points makes it easier to budget and control payroll increases.

Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

What is the relevance of certification in a multiskill system?

Advocates of competencies say that by focusing on optimum performance rather than average performance,competencies can help employees maintain their marketability.

The scheme used in the text for classifying competencies consists of three groups.Which of the following is not one of them?

What are the objectives that may be used to assess a skill-based pay plan?

The roots of both job analysis and job evaluation can be traced to _____.

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

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

The process of identifying competencies resembles identifying _____ as part of job evaluation.

Does skill-based pay systems reduce the requirement for supervision?

There is far greater uniformity in the use of terms in person-based plans than there is in job-based plans.

_____ are to behavioral descriptors as skill analysis is to the certification process.

Which are the two reasons that make competencies a risky foundation for a pay system?

Which of the following is the most important attribute of competency-based structure in a global work environment?

A potential disadvantage of skill-based pay is labor costs can be a source of competitive disadvantage.

The main appeal of competencies is the direct link to the organization's strategy.

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner?

Complex work is likely best supported by person-based pay systems.

Skill-based plans are generally well accepted by employees because it is easy to see the connection between the plan,the work,and the size of the paycheck.

Compared to an on-demand review of certifications,scheduling fixed review points makes it easier to budget and control payroll increases.

Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.

Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free.

What is the relevance of certification in a multiskill system?

Advocates of competencies say that by focusing on optimum performance rather than average performance,competencies can help employees maintain their marketability.

The scheme used in the text for classifying competencies consists of three groups.Which of the following is not one of them?

What are the objectives that may be used to assess a skill-based pay plan?

The roots of both job analysis and job evaluation can be traced to _____.

Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.

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