Question 1

_____ 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 2

(p.182Customer orientation is an example of a visionary competency.

Accepted Answer

A) True 
 B)False

Question 3

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 4

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 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

Person-based pay systems are best suited for all of the following except:

Accepted Answer

A)  supporting continuous learning. 
B)  flexibility. 
C)  transactional work. 
D)  complex work. 
A)  supporting continuous learning. 
B)  flexibility. 
C)  transactional work. 
D)  complex work.

Question 7

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

Accepted Answer

A)  executive leadership's 
B)  stakeholders' 
C)  employees' 
D)  customers' 
A)  executive leadership's 
B)  stakeholders' 
C)  employees' 
D)  customers'

Question 8

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 9

(192-93)Which of the following is a source of gender bias in job evaluation?.

Accepted Answer

A)  Compensable factors related to job content 
B)  Gender of evaluator 
C)  Gender of incumbent 
D)  Race of evaluator 
A)  Compensable factors related to job content 
B)  Gender of evaluator 
C)  Gender of incumbent 
D)  Race of evaluator

Question 10

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 11

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 12

The growing view of competencies is they are a set of _____.

Accepted Answer

A)  traits 
B)  skills and knowledge 
C)  self-concepts and motives 
D)  behaviors requiring no assumptions 
A)  traits 
B)  skills and knowledge 
C)  self-concepts and motives 
D)  behaviors requiring no assumptions

Question 13

Which are the major skill-analysis decisions?

Accepted Answer

The major skill analysis decisions are t

Question 14

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 15

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 16

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

Question 17

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

Accepted Answer

A) True 
 B)False

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

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

Accepted Answer

A) True 
 B)False

Question 20

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

_____ translate each core competency into action.

(p.182Customer orientation is an example of a visionary competency.

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.

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

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

Person-based pay systems are best suited for all of the following except:

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

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

(192-93)Which of the following is a source of gender bias in job evaluation?.

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

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

The growing view of competencies is they are a set of _____.

Which are the major skill-analysis decisions?

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.

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

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

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

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

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

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

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

_____ translate each core competency into action.

(p.182Customer orientation is an example of a visionary competency.

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.

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

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

Person-based pay systems are best suited for all of the following except:

Competencies are derived from the _____ beliefs about the organization and its strategic intent.

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

(192-93)Which of the following is a source of gender bias in job evaluation?.

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

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

The growing view of competencies is they are a set of _____.

Which are the major skill-analysis decisions?

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.

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

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

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

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

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

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

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