Question 1

Compensable factors,skill blocks,and competency sets are all for the purpose of:

Accepted Answer

A)  assessing relative value. 
B)  collecting work content information. 
C)  determining what to value. 
D)  each of the three has a different purpose. 
A)  assessing relative value. 
B)  collecting work content information. 
C)  determining what to value. 
D)  each of the three has a different purpose.

Question 2

Validity refers to the degree to which the evaluation assesses the relative worth of jobs to the organization.

Accepted Answer

A) True 
 B)False

Question 3

Likely disadvantages of person-based pay plans compared to job-based include all of the following except:

Accepted Answer

A)  higher labor costs. 
B)  a less flexible workforce. 
C)  higher training costs. 
D)  a smaller workforce. 
A)  higher labor costs. 
B)  a less flexible workforce. 
C)  higher training costs. 
D)  a smaller workforce.

Question 4

By encouraging employees to take charge of their own development,skill-based plans may give them more control over their work lives.

Accepted Answer

A) True 
 B)False

Question 5

_____ translate each core competency into action.

Accepted Answer

A)  Competency indicators 
B)  Multi-functional skills 
C)  Skill-based structures 
D)  Competency sets 
A)  Competency indicators 
B)  Multi-functional skills 
C)  Skill-based structures 
D)  Competency sets

Question 6

Maturity of judgment and respect for others are examples of organization specific competencies.

Accepted Answer

A) True 
 B)False

Question 7

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

Accepted Answer

A) True 
 B)False

Question 8

How do skill-based plans motivate employees?

Accepted Answer

Skill-based plans are generally well acc

Question 9

The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential.

Accepted Answer

A) True 
 B)False

Question 10

Managerial and supervisory analysis provide the data for skill-based pay systems.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is least likely to be used as a skill-based certification method?

Accepted Answer

A)  Tests 
B)  College degree 
C)  Peer review 
D)  On-the-job demonstration 
A)  Tests 
B)  College degree 
C)  Peer review 
D)  On-the-job demonstration

Question 12

Which of the following regarding skill-based pay is false?

Accepted Answer

A)  Employees have control over their development. 
B)  Training is a source of complaints. 
C)  Less supervision is required. 
D)  Training costs are low. 
A)  Employees have control over their development. 
B)  Training is a source of complaints. 
C)  Less supervision is required. 
D)  Training costs are low.

Question 13

_____ is the most important factor affecting perception of fairness of a skill-based plan.

Accepted Answer

A)  The design of the certification process 
B)  The rate of movement through the skill blocks 
C)  Extent of alignment with the organization's strategy 
D)  The time and effort required to learn skill blocks 
A)  The design of the certification process 
B)  The rate of movement through the skill blocks 
C)  Extent of alignment with the organization's strategy 
D)  The time and effort required to learn skill blocks

Question 14

Skill-based plans tend to work best in organizations using a(n)_____ strategy.

Accepted Answer

A)  innovator 
B)  defender 
C)  laissez-faire 
D)  cost-cutter 
A)  innovator 
B)  defender 
C)  laissez-faire 
D)  cost-cutter

Question 15

Managers whose employers use _____ plans focus on placing the right people in the right job.

Accepted Answer

A)  pay-based 
B)  skill-based plans 
C)  competency-based 
D)  job-based 
A)  pay-based 
B)  skill-based plans 
C)  competency-based 
D)  job-based

Question 16

Which of the following is not a method for determining validity of job evaluation?

Accepted Answer

A)  Degree of agreement between rankings and rankings of criterion benchmarks 
B)  Asking the question: "What does the evaluation measure?" 
C)  Examining "hit rates" 
D)  Degree to which the job evaluation matches an agreed upon pay structure for benchmark jobs 
A)  Degree of agreement between rankings and rankings of criterion benchmarks 
B)  Asking the question: "What does the evaluation measure?" 
C)  Examining "hit rates" 
D)  Degree to which the job evaluation matches an agreed upon pay structure for benchmark jobs

Question 17

How are organizations redefining the original definition of competencies?

Accepted Answer

As experience with competencies has grow

Question 18

Routine work is also termed _____.

Accepted Answer

A)  transactional work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work. 
A)  transactional work. 
B)  hygiene work. 
C)  tacit work. 
D)  system work.

Question 19

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Accepted Answer

A)  job-based 
B)  classification 
C)  competencies 
D)  skill-based 
A)  job-based 
B)  classification 
C)  competencies 
D)  skill-based

Question 20

Basing pay on race or gender seems appalling today,but basing pay on someone's judgment of another person's integrity is considered the norm nowadays.

Accepted Answer

A) True 
 B)False

Compensable factors,skill blocks,and competency sets are all for the purpose of:

Validity refers to the degree to which the evaluation assesses the relative worth of jobs to the organization.

Likely disadvantages of person-based pay plans compared to job-based include all of the following except:

By encouraging employees to take charge of their own development,skill-based plans may give them more control over their work lives.

_____ translate each core competency into action.

Maturity of judgment and respect for others are examples of organization specific competencies.

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

How do skill-based plans motivate employees?

The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential.

Managerial and supervisory analysis provide the data for skill-based pay systems.

Which of the following is least likely to be used as a skill-based certification method?

Which of the following regarding skill-based pay is false?

_____ is the most important factor affecting perception of fairness of a skill-based plan.

Skill-based plans tend to work best in organizations using a(n)_____ strategy.

Managers whose employers use _____ plans focus on placing the right people in the right job.

Which of the following is not a method for determining validity of job evaluation?

How are organizations redefining the original definition of competencies?

Routine work is also termed _____.

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Basing pay on race or gender seems appalling today,but basing pay on someone's judgment of another person's integrity is considered the norm nowadays.

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

Compensable factors,skill blocks,and competency sets are all for the purpose of:

Validity refers to the degree to which the evaluation assesses the relative worth of jobs to the organization.

Likely disadvantages of person-based pay plans compared to job-based include all of the following except:

By encouraging employees to take charge of their own development,skill-based plans may give them more control over their work lives.

_____ translate each core competency into action.

Maturity of judgment and respect for others are examples of organization specific competencies.

One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process.

How do skill-based plans motivate employees?

The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential.

Managerial and supervisory analysis provide the data for skill-based pay systems.

Which of the following is least likely to be used as a skill-based certification method?

Which of the following regarding skill-based pay is false?

_____ is the most important factor affecting perception of fairness of a skill-based plan.

Skill-based plans tend to work best in organizations using a(n)_____ strategy.

Managers whose employers use _____ plans focus on placing the right people in the right job.

Which of the following is not a method for determining validity of job evaluation?

How are organizations redefining the original definition of competencies?

Routine work is also termed _____.

Information such as quality course,shop floor control,tool setup and plant first aid are examples information that might be used to develop a _____ pay structure.

Basing pay on race or gender seems appalling today,but basing pay on someone's judgment of another person's integrity is considered the norm nowadays.

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