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

Accepted Answer

The first step in determining an internal job structure is job analysis, which involves collecting information about the duties, responsibilities, and requirements of each job. This information is used in the subsequent steps of determining compensable factors, job evaluation, factor weighting, and assessing value.

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

Accepted Answer

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

Accepted Answer

The first step in the design of a point plan for job evaluation is to conduct a job analysis. This involves gathering information about the knowledge, skills, abilities, and other characteristics required for successful performance of a job. This data is then used to establish compensable factors, which are the key dimensions or factors that will be used to assess the relative value of different jobs within an organization. Only after this step can the factor weights be determined, a communication manual be prepared, and a plan for non-benchmark jobs be established.

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

Accepted Answer

The answer of Which of the following is the final...

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

Accepted Answer

Compensable factors are characteristics of a job or work that an organization values and for which it is willing to pay. These factors help the organization pursue its strategy and achieve its objectives by attracting and retaining the right talent, rewarding employees fairly, and motivating them to perform at their best. Examples of compensable factors include skills, knowledge, responsibility, effort, and working conditions.

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

Accepted Answer

Ranking is the fastest, simplest, and easiest to explain to employees. It involves simply listing out job titles in order of importance or value to the organization.

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

Accepted Answer

The given method is the paired comparison method, where each job is compared with every other job and a value judgment is made to identify the more valuable job in each pair. The rankings are then determined based on the number of times each job is rated as being more valuable.

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

Accepted Answer

Job content refers to the specific duties and responsibilities of a job, as well as the necessary skills and qualifications. This information is used to create an internal job structure that determines the relative value of different jobs within the organization. Compensable factors and point methods are tools that may be used within the job structure, but they are not the same as the job content itself. External market rates are used as a reference point when determining the competitive wages and salaries for specific jobs, but they do not necessarily reflect the unique job content of each position. Job value is a broader concept that relates to the overall contribution of different jobs to the organization's goals and objectives, but it is not the same as the specific job content.

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.

Accepted Answer

The point method can become bureaucratic and rule-bound as it involves assigning points to each factor and adding them up to arrive at the final score, which can lead to rigid decision-making and lack of flexibility in compensation decisions.

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.

Accepted Answer

Documentation supporting the choice of factors for different jobs provides the rationale why work is paid differently or the same. This is important in ensuring transparency and fairness in the compensation process.

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

Accepted Answer

To select compensable factors, an organization should ask what it is about the work that adds value. This helps identify the most important aspects of the job that should be rewarded through compensation. While other methods like cultural assessments and self-evaluations can provide useful information, they may not directly relate to identifying compensable factors. A gap analysis may help identify areas where the organization needs to improve, but may not be directly tied to compensation. And while interviewing staff can provide insights, it may not be feasible or practical to interview all staff members.

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

Accepted Answer

The point method is the only job evaluation method among the given options that has compensable factors, weights reflecting the relative importance of each factor, and factor degrees numerically scaled. The other methods may not have a systematic and objective approach to determining the relative worth of jobs.

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

Accepted Answer

Point plans make explicit the criteria for evaluating jobs, which is a significant change from ranking and classification methods that do not have such clear criteria. The other options listed are either incorrect (A, B, D) or not directly related to the difference between point plans and other methods (E).

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

Accepted Answer

The given method is called the Alternation ranking method, as it involves ranking the highest and lowest valued jobs first and then alternating between the next highest and lowest valued jobs. This method is simple and easy to use, making it a practical choice for smaller organizations or departments. The other methods listed may be more suitable for larger organizations with more complex job structures.

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

Accepted Answer

The point method is the only job evaluation method listed that assigns a numerical value to each job based on compensable factors that are numerically scaled and weighted. The other methods listed involve ranking or categorizing jobs without assigning a numerical value. Therefore, the best choice for this question is A) Point 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

Accepted Answer

The answer of An internal job structure based on refers...

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

Accepted Answer

Job evaluation is the process of determining the relative worth of jobs within an organization through a systematic analysis of job content and the attributes required to perform the job. This process helps to establish a job structure that can be used for setting appropriate compensation levels for different jobs. Job description, job structuring, factor weighting, and job processing are all important elements of job evaluation, but they are not specific processes for determining the relative worth of jobs within an organization.

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.

Accepted Answer

The ranking method is fast, simple, and easy to explain. It involves ranking all jobs from highest to lowest based on their overall importance to the organization. However, it is subjective and does not provide a detailed analysis of individual job factors.

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

Accepted Answer

Compensable factors should be acceptable to the stakeholders affected by the resulting pay structure, such as employees, management, shareholders, and customers. It is important to consider the perspectives and interests of these stakeholders in order to achieve a fair and sustainable pay system. While competitive strategy and organizational values may also be relevant factors to consider, they should not override the need to balance the interests of different stakeholders. Compensable factors may need to be adjusted over time as business strategies change or new issues arise in the labor market.

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.

Accepted Answer

Job evaluation is primarily used to establish an internally aligned pay structure that is fair and equitable. It involves comparing the relative value of different jobs within an organization and assigning pay levels based on the job's worth. Benchmark jobs are often used as a reference point to evaluate other jobs, and different evaluation plans may be developed for different types of work. It is not necessary to evaluate all jobs in the organization at the same time. The goal of job evaluation is to create a pay system that ties a job's pay to its relative contribution to the organization, not to isolate each job's pay.

Quiz 5: Job-Based Structures and Job Evaluation

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

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

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

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

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

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

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.

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

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

Which of the following is true about compensable factors?

To select compensable factors, an organization:

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

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

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.

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

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.

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

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

To be useful, compensable factors should be:

Which of the following is true about job evaluation?