Exam 6: Person-Based Structures

The process of identifying compensable factors is similar to the process used to identify compensable factors.

How do modern organizations analyze work processes?

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

(p.191Validity refers to the degree to which the evaluation assesses the relative worth of jobs to the organization.

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

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

How are organizations redefining the original definition of competencies?

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

How do skill-based plans motivate employees?

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

_________ are the observable behaviors that indicate the level of a competency.

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

Briefly discuss skill-based plans.

Scaled competency indicators are similar to degrees of compensable factors.

Transactional work is typically paid more than tacit work.

Research on person-based pay systems has focused on the reliability and validity of the systems.

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

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

Since competencies are based upon each organization's mission statement or strategy,core competencies are unique for each company.

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