Deck 5: Job-Based Structures and Job Evaluation

Question 1

Which of the following is the first step in the process of determining an internal job structure?

A)determining compensable factors
B)job evaluation
C)job analysis
D)factor weighting
E)assessing value

Answer 1

C

Question 2

Which of the following is a criterion used in scaling factors?

A)limit degrees to those necessary to distinguish between jobs
B)use sophisticated terminology in order to be perceived as important
C)ensure the degree is separated from the job
D)ensure the use of more than five degrees per factor
E)have no more than five degrees per factor

Answer 2

A

Question 3

Which of the following is the first step in the design of a point plan for job evaluation?

A)determine factor weights
B)prepare a communication manual
C)establish plan for non-benchmark jobs
D)determine compensable factors
E)conduct job analysis

Answer 3

E

Question 4

Which of the following is the final step involved in the design of a point plan for job evaluation?

A)communicate the plan and train users
B)prepare a communication manual
C)conduct job analysis
D)apply plan to non-benchmark jobs
E)determine compensable factors

Question 5

are characteristics of a particular work that an organization values, that help it pursue its strategy, and that achieve its objectives.

A)Factor degrees
B)Compensable factors
C)Factor weights
D)Job benchmarks
E)Pursuable features

Question 6

Which of the following methods of job evaluation is the fastest, simplest, and easiest to explain to employees?

A)ranking
B)classification
C)point method
D)absolution
E)benchmarking

Question 7

The lists all jobs across columns and down rows of a matrix, analyzing the two jobs in each cell and indicating which is of greater value, then ranking jobs based on the total number of times each is ranked as being of greater value.

A)classification method
B)point method
C)alternation ranking method
D)repeat point method
E)paired comparison method

Question 8

An internal job structure based on refers to the skills required for the job, its duties, and its responsibilities.

A)compensable factors
B)point methods
C)job content
D)external market rates
E)job value

Question 9

Which of the following is a disadvantage of point method of job evaluation?

A)It compensable factors are not aligned with the organization's strategy.
B)Compensable factors do not communicate what is valued.
C)It cannot be applied to non-benchmark jobs.
D)It can become bureaucratic and rule-bound.
E)Basis for comparisons is not called out.

Question 10

Which of the following is true about compensable factors?

A)The compensable factors used to slot jobs into the pay structure should not be differentiated based on their importance.
B)They should remain constant during major shifts in business strategies.
C)The compensable factors used to slot jobs into the pay structure should be acceptable by employees; not stakeholders.
D)Documentation supporting the choice of factors for different jobs provides the rationale why work is paid differently or the same.
E)Differences in factors that are not based on the work itself diminishes the likelihood of challenges arising.

Question 11

To select compensable factors, an organization:

A)completes a cultural assessment
B)requires that all staff conduct a self-evaluation
C)conducts a gap analysis
D)interviews all staff to determine what is important to them
E)asks what it is about the work that adds value

Question 12

Which of the following job evaluation methods has compensable factors, weights reflecting the relative importance of each factor, and factor degrees numerically scaled?

A)competency-based plan
B)point method
C)paired comparison method
D)ranking
E)classification

Question 13

Point plans represent a significant change from ranking and classification methods in that:

A)they assign the task of evaluation to a single employee
B)they do not involve conducting job analysis
C)they make explicit the criteria for evaluating jobs
D)they cannot be applied to non-benchmark jobs
E)they list jobs from highest to lowest based on a global definition of value

Question 14

grades the highest- and lowest-valued jobs first, then the next highest- and lowest-valued jobs, repeating the process until all jobs have been graded.

A)Simple ranking method
B)Paired comparison method
C)Classification method
D)Alternation ranking method
E)Point method

Question 15

is a job evaluation method that assigns a number to each job, based on compensable factors that are numerically scaled and weighted.

A)Point method
B)Alternation ranking method
C)Simple ranking method
D)Paired comparison method
E)Classification method

Question 16

An internal job structure based on refers to the relative contribution of the skills, duties, and responsibilities of a job to the organization's goals.

A)external market rates
B)compensable factors
C)job value
D)job content
E)point methods

Question 17

is the process of systematically determining the relative worth of jobs to create a job structure for the organization.

A)Job evaluation
B)Job description
C)Job structuring
D)Factor weighting
E)Job processing

Question 18

Which of the following is an advantage of the ranking method of evaluation?

A)It frees the process of evaluation from subjectivity.
B)It is fast, simple, and easy to explain.
C)It does not require the evaluator to know about all jobs under study.
D)It is best suited for a rapidly growing organization.
E)It makes the criteria for evaluating jobs explicit.

Question 19

To be useful, compensable factors should be:

A)based on the strategy of the organization's competitors
B)acceptable to the stakeholders affected by the resulting pay structure
C)based on the strategy but not the values of the organization
D)constant during major shifts in business strategies
E)standardized across all employers

Question 20

Which of the following is true about job evaluation?

A)It is used to establish an internally aligned pay structure.
B)It is seldom developed using benchmark jobs.
C)Employers design a single evaluation plan for all types of work.
D)Typically, an employer evaluates all jobs in the organization at the same time.
E)It isolates each job's pay from its relative contribution to the organization.

Question 21

The last step involved in the point method of job evaluation is determining the compensable factors.

Question 22

Ranking tells employees specifically what in their jobs is important.

Question 23

The final result of the job analysis-job description-job evaluation process is a job structure, a hierarchy of work.

Question 24

Job content matters, but it is not the only basis for setting pay.

Question 25

Compensable factors must be consistent with the organization's strategy and values.

Question 26

The last step involved in the point method of job evaluation is determining the compensable factors.

Question 27

A job structure based on job content refers to the skills required for the job, its duties, and its responsibilities.

Question 28

reflect differences in importance attached to each factor by the employer.

A)Factor scales
B)Factor degrees
C)Value chains
D)Factor levels
E)Factor weights

Question 29

The last step involved in the point method of job evaluation is determining the compensable factors.

Question 30

is the hierarchy of all jobs based on value to the organization which provides the basis for the pay structure.

A)Job description
B)Job process
C)Work culture
D)Factor degree
E)Job structure

Question 31

In a point plan process, which of the following steps follows immediately after the design of the job evaluation plan is complete?

A)apply the plan to non-benchmark jobs
B)perform job description
C)prepare a manual to communicate the plan
D)determine compensable factors
E)conduct job analysis

Question 32

Typically, employers evaluate all jobs in the organization at one time.

Question 33

Which of the following is a characteristic of a benchmark job?

A)It is unique to a particular employer.
B)It is the highest paid job in the industry.
C)Its contents are little known.
D)It employs a reasonable proportion of the workforce.
E)Its contents fluctuate frequently.

Question 34

Writing class descriptions is easiest when jobs from several job families are covered by a single plan.

Question 35

Alternation ranking and paired comparison methods are more reliable than simple ranking.

Question 36

In point method of evaluation, compensable factors do not communicate what is valued.

Question 37

The contents of a benchmark job are not stable; they vary frequently.

Question 38

Organizations commonly have a single structure derived through multiple approaches that apply to different functional groups or units.

Question 39

Which of the following job evaluation methods is based on job class descriptions into which jobs are categorized?

A)alternation ranking method
B)paired comparison method
C)simple ranking method
D)point method
E)classification method

Question 40

The same job evaluation plan that has been developed using benchmark jobs must be applied to non-benchmark jobs.

Question 41

What are the characteristics of a benchmark job?

Question 42

List two ways of ranking job descriptions.

Question 43

List the steps involved in the design of a point plan.

Question 44

Describe the two common ways of ranking.

Question 45

Mention some major decisions in job evaluation.

Question 46

To be sure that all relevant aspects of work are included in the evaluation, an organization may start with a sample of benchmark jobs.

Question 47

What are the most common job evaluation methods?

Question 48

Mention a disadvantage of ranking.

Question 49

Use a book-shelf analogy to explain the classification job evaluation method.

Question 50

What are the characteristics of an internally aligned pay structure?

Question 51

What is a factor degree?

Question 52

Establish the difference between a job structure based on job content and one based on job value.

Question 53

Describe the role of a union in the job evaluation process.