Question 1

Which of the following is NOT a valid reason to re-evaluate jobs?

Accepted Answer

A)  Labour market conditions change significantly. 
B)  The strategy of the organization changes. 
C)  A new performance system is implemented. 
D)  There is a high level of appeals. 
A)  Labour market conditions change significantly. 
B)  The strategy of the organization changes. 
C)  A new performance system is implemented. 
D)  There is a high level of appeals.

Question 2

What should a job description contain if it is to be useful for job evaluation?

Accepted Answer

The following elements are important com

Question 3

Job analysis is derived from job specifications,which in turn are the foundation of all job evaluation systems.

Accepted Answer

A) True 
 B)False

Question 4

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?

Accepted Answer

A)  proxy 
B)  job-to-job 
C)  equality 
D)  proportional value 
A)  proxy 
B)  job-to-job 
C)  equality 
D)  proportional value

Question 5

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

Accepted Answer

A)  job analysis 
B)  job evaluation 
C)  job description 
D)  job specifications 
A)  job analysis 
B)  job evaluation 
C)  job description 
D)  job specifications

Which of the following is NOT a valid reason to re-evaluate jobs?

What should a job description contain if it is to be useful for job evaluation?

Job analysis is derived from job specifications,which in turn are the foundation of all job evaluation systems.

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 7: Evaluating Jobs: the Job Evaluation Process

Which of the following is NOT a valid reason to re-evaluate jobs?

What should a job description contain if it is to be useful for job evaluation?

Job analysis is derived from job specifications,which in turn are the foundation of all job evaluation systems.

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters