Deck 6: Building Internally Consistent Compensation Systems

Question 1

Abilities,interests and work styles are elements for which O*NET category?

A)occupation
B)experience
C)worker characteristics
D)worker requirements

Answer 1

C

Question 2

________ are the social context or physical environment where work will be performed.

Answer 2

Working conditions

Question 3

Compare and contrast job analysis and job evaluation.

Answer 3

Job analysis is a systematic process for gathering,documenting,and analyzing information in order to describe jobs.Job analysis describes job content,worker requirements,and working conditions.Job evaluation is used to systematically recognize differences in the relative worth among a set of jobs and establish pay differentials accordingly.HR professionals create internally consistent job structures through job analysis and job evaluation.Job analysis is a descriptive procedure,however job evaluation reflects value judgments.Through job analysis HR specialists write job descriptions that describe job duties and minimum qualifications required of individuals to perform their jobs.Job evaluation reflects the values and priorities that management places on various positions.

Question 4

These indicate the name of each job within a company's job structure.

A)job specifications
B)job summaries
C)position headings
D)job titles

Question 5

Who leads the process of analyzing jobs?

A)compensation generalists
B)HR specialists
C)HR generalists
D)compensation specialists

Question 6

Which source is generally able to provide the most extensive and detailed information about how job duties are performed?

A)job analysts
B)supervisors
C)job incumbents
D)benchmark jobs

Question 7

Explain two possible limitations associated with establishing internally consistent compensation systems.

Question 8

A ________ is a collection of tasks constituting the total work assignment of a single worker.

Question 9

This is a systematic process for gathering,documenting,and analyzing information in order to describe jobs.

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

Question 10

What was the main effect created by the revisions to the ADA regulations passed in 2008?

A)Costs will be contained much more than in the past.
B)There are more hurdles for individuals seeking protection under the ADA to pass through in order to weed out false claims.
C)It is now easier for an individual seeking protection under the ADA to establish a disability within the meaning of the ADA.
D)Companies may no longer perform job analyses to see if they comply with the Americans with Disabilities Act.

Question 11

This clearly defines the relative value of each job among all jobs within a company.

A)internally consistent compensation system
B)generalized work activities
C)intra-organizational job markers
D)market comparison standards

Question 12

Which of the following describes job duties,tasks,and relevant factors needed to perform a job adequately?

A)job content
B)job structure
C)job summary
D)job context

Question 13

Generalized work activities,organizational context,and work context are requirements under which O*NET category?

A)experience
B)occupation
C)requirements
D)labor market characteristics

Question 14

This is the systematic process for recognizing differences in the relative worth among a set of jobs and for establishing pay differentials accordingly.

A)job analysis
B)job content
C)job evaluation
D)job-relatedness

Question 15

________ is a descriptive process.

Question 16

Which is the fundamental principle of internally consistent compensation systems?

A)Pay rates should mirror pay rate differences among the competition.
B)Jobs that require higher qualifications should be paid more than jobs that require lower qualifications.
C)All jobs should be valued equally because every job directly contributes to competitive advantage.
D)All jobs should be valued according to need.

Question 17

One of the essential skills that software development engineers must have is the proficiency in at least one of the modern computer programming languages,such as Java or C++.This must be indicated in which part of the job analysis description?

A)working conditions
B)job evaluation
C)worker requirement
D)job content

Question 18

In an auto manufacturing company,installing a windshield on the assembly line represents a ________.

Question 19

This section concisely summarizes the job with two to four descriptive statements.

A)job summary
B)job duties
C)job titles
D)job preview

Question 20

A job analysis method is ________ if it accurately assesses each job's duties.

A)reliable
B)complete
C)valid
D)market-based

Question 21

George owns a small public relations firm and customer courtesy is considered to be the most important factor in all of the jobs.Which job-content evaluation approach is George likely to use?

A)alternation ranking
B)simple ranking plans
C)paired comparison
D)classification plans

Question 22

Which type of organizations use classification plans most prevalently?

A)private sector organizations
B)non-profit organizations
C)multi-national organizations
D)public sector organizations

Question 23

________ describe preferences for work environments and outcomes.

Question 24

Sarah works at a federal government agency.Her pay rate is determined by her GS level and work seniority.Which type of job-content evaluation approach was used to categorize her job?

A)alternation ranking
B)simple ranking plans
C)paired comparison
D)classification plans

Question 25

The ________ ranking method orders jobs by extremes as committee members determine most and least valuable jobs until all jobs have been evaluated.

Question 26

Valid and reliable job evaluations result from which two conditions?

A)consistent results; using multiple collection methods
B)consistent results; data obtained under similar conditions
C)data from multiple sources; using multiple collection methods
D)data from multiple sources; data obtained under similar conditions

Question 27

Which of the following type of job evaluation plans is used when the company chooses to assign job pay rates that are neither too low nor too high relative to the market?

A)market-based
B)internally consistent
C)job-based
D)hybrid

Question 28

Which of the following is one of the four "universal compensable factors"?

A)cognitive ability
B)personality
C)effort
D)motivation

Question 29

A human resource manager of a company decides to change the current job-content valuation technique by using a quantitative methodology.He thinks that the old approach fails to balance internal and external considerations while evaluating jobs.Which type of job evaluation technique do you suggest for this HR manager?

A)job-content evaluation
B)market-based evaluation
C)point method
D)simple ranking plan

Question 30

A reliable ________ yields consistent results under similar conditions,when multiple analysts reach the same conclusion about the major duties that comprise a position.

Question 31

Market-based job evaluation uses which approach to collect data to determine prevailing pay rates?

A)behavioral observation
B)interviews
C)self-assessment
D)surveys

Question 32

Which of the following two are considered job evaluation techniques?

A)market-based and appeals-based
B)compensable content and job-based
C)market-based and job content
D)compensable content and job content

Question 33

Which job evaluation method entails ordering jobs on the basis of extremes?

A)paired comparison
B)alternation ranking
C)classification
D)factor comparison

Question 34

According to the EEOC,________ refers to a present competence to perform an observable behavior.

Question 35

Which type of jobs provides reference points to judge against other jobs within a company?

A)standardized jobs
B)high-value jobs
C)benchmark jobs
D)hierarchical jobs

Question 36

Summarize the five main activities of job analysis work.

Question 37

These are the salient job characteristics that are the general basis for job evaluations and are used to establish relative pay rates.

A)job descriptions
B)compensable factors
C)occupation descriptions
D)ranking plans

Question 38

Universal compensable factors are derived from which federal Act?

A)Fair Labor Standards Act
B)Civil Rights Act of 1963
C)Equal Pay Act
D)Americans with Disabilities Act

Question 39

________ information describes physical and social factors that influence the nature of work.

Question 40

________ skills information describes developed capacities that facilitate learning or the more rapid acquisition of knowledge.

Question 41

Narrowly defined jobs can create which type of problem?

A)bureaucracy
B)excessive flexibility
C)extremely small pay differentials based on job worth differences
D)difficulty in conducting a job evaluation.

Question 42

What are the considerations for choosing between a single versus multiple job evaluation methods?

Question 43

Which of the following is NOT true for internally consistent compensation systems?

A)Jobs that require higher qualifications and more responsibilities should be paid more than jobs that require lower qualifications and fewer responsibilities.
B)Internally consistent compensation systems are created through job analysis and job evaluation.
C)Internally consistent compensation systems may increase a company's flexibility to respond to changes in competitor's pay practices.
D)Internally consistent compensation structures result in bureaucracy.

Question 44

Developing internally consistent job structures affects the competitive strategy of a company.Which of the following is a potential constraint on competitive strategy?

A)reducing a company's rigidity to respond to moves by the competition
B)potentially causing the definition of jobs to become less fluid
C)leading to less routinization
D)potentially creating far more bureaucratization within an organization