Question 1

Which of the following would be an example of job outputs for a painter?
A) manual dexterity and the ability to mix paint
B) dealing with paint fumes and heights
C) responsible for neatly painted walls and ceilings
D) required to climb ladders and exercise continuous repetitive movement

Accepted Answer

Job outputs are the actual products or results that are expected from a particular job. In the case of a painter, the expected outputs are neatly painted walls and ceilings. Options A, B, and D describe the skills, tasks, and physical requirements of the job, but they do not directly relate to the desired outputs.

Question 2

The compensable factors that are selected are not likely to be equal in importance to your firm. Which step in developing a job evaluation system using the point method recognizes this variation in importance?
A) Defining the factors
B) Weighting the factors
C) Scaling the factors
D) Testing the system

Accepted Answer

The step in developing a job evaluation system using the point method that recognizes the variation in importance of compensable factors selected is weighting the factors. This involves assigning numerical values to each factor in order of their relative importance to the organization, which reflects the organization's specific values and mission.

Question 3

A key advantage of the point method is its high degree of precision in measuring jobs.

Accepted Answer

The point method is a highly precise job evaluation method that breaks down jobs into compensable factors and assigns points to each factor based on their importance to the job. This results in a comprehensive and detailed assessment of each job, providing a high degree of precision in measuring jobs.

Question 4

The point method of job evaluation contains the following four steps: identify compensable factors;scale the factors;weight the factors;and decide on what to pay.

Accepted Answer

The point method of job evaluation involves identifying compensable factors, scaling the factors, weighting the factors, and assigning points to jobs based on these factors, not deciding on what to pay.

Question 5

Which of the following is not a component of the point method of job evaluation?
A) compensable factors
B) total points
C) factor degrees
D) competencies

Accepted Answer

The point method of job evaluation includes the identification of compensable factors, assigning degrees to each factor, and determining total points for each job based on the degrees assigned. Competencies are not typically included in this method, as they are more focused on employee skills and abilities rather than job requirements.

Question 6

Which of the following is not considered to be an advantage of the point method of job evaluation?
A) its high degree of precision in measuring jobs
B) process is objective and scientific
C) easy to apply with consistency
D) allows jobs to be clustered in pay grades more easily

Accepted Answer

The answer of Which of the following is not considered...

Question 7

In establishing criteria for movement within a pay range,the three most commonly used are experience,performance,and market rates.

Accepted Answer

The answer of In establishing criteria for movement within a...

Question 8

Which of the following statements is true regarding how many factors and different job evaluation systems,by law,should be used?
A) The broader the group of jobs to be covered with a single job evaluation system, the greater the number of factors that will be needed.
B) Pay equity law requires a single plan be used for all jobs in a unionized company.
C) A valid point system could operate with less than seven factors.
D) If the organization is not unionized Ontario legislation requires the use of different plans for blue-collar and white-collar jobs.

Accepted Answer

The statement "The broader the group of jobs to be covered with a single job evaluation system, the greater the number of factors that will be needed" is true. This is because a broader group of jobs will likely have more variation in the skills, responsibilities, and requirements needed for each job, which would require more factors to be considered in the job evaluation system. The other statements are false: pay equity law does not require a single plan for all jobs, a valid point system typically requires at least seven factors, and Ontario legislation does not require different plans for blue-collar and white-collar jobs in non-unionized organizations.

Question 9

The midpoint of split pay range serves as a control point to prevent pay increases unless they are based on performance.

Accepted Answer

The midpoint of split pay range is often used as a reference point for determining pay increases, and it can be used as a control point to ensure that any pay increases are based on merit and performance rather than just tenure or other factors. By establishing this midpoint and using it as a benchmark, employers can ensure that they are compensating employees fairly and consistently, while also motivating employees to perform at their best and achieve their goals. Therefore, the statement is true.

Question 10

In developing your job evaluation system,it is important that all the factors have the same number of degrees.

Accepted Answer

Different factors may require different numbers of degrees to accurately reflect their complexity and importance in the job evaluation process.

Question 11

Which of the following compensable factors represents the main category of "skill"?
A) dexterity
B) hazards
C) importance of accuracy
D) pressure of work

Accepted Answer

Dexterity is a skill-related factor that refers to the ability to perform tasks that require precise hand coordination and agility. Hazards, importance of accuracy, and pressure of work are not directly related to the category of "skill."

Question 12

Which of the following approaches assigns responsibility for deriving factor weights to a committee of knowledgeable individuals within the organization?
A) "a priori" method
B) statistical analysis
C) multiple regression
D) virtual teams

Accepted Answer

The "a priori" method involves assigning weights to factors based on the judgment of a committee of knowledgeable individuals within the organization. Therefore, this approach assigns responsibility for deriving factor weights to a committee of knowledgeable individuals within the organization. Statistical analysis and multiple regression use mathematical models to derive factor weights, while virtual teams are not an approach for factor weighting.

Question 13

In some cases,where to establish pay grade boundaries is an arbitrary decision.

Accepted Answer

The establishment of pay grade boundaries can often be influenced by various factors such as industry standards, organizational structure, and job responsibilities. However, there is no specific or objective way to determine where exactly the pay grade boundaries should be set, making it an arbitrary decision.

Question 14

A pay range should mimic the range of performance or experience within jobs.

Accepted Answer

A pay range should be flexible enough to account for differences in performance or experience within a job. This means that employees with a higher level of performance or more experience should be compensated accordingly, while those with lower levels of performance or less experience may receive a lower level of compensation within the same job. Therefore, a pay range should be based on the range of performance or experience within a job, rather than a fixed or arbitrary range.

Question 15

The first key issue in establishing pay ranges is what width the ranges should be.

Accepted Answer

The answer of The first key issue in establishing pay...

Question 16

Assume (a),(b),(c),and (d)represent degree 1,2,3,and 4,respectively,for the formal education factor on your summary rating chart for the point method of job evaluation.Based on the degree definitions which of the following degrees is arranged out of place on the chart?
A) Degree 1: completion of high school
B) Degree 2: one year of post secondary education
C) Degree 3: three year college diploma or university degree
D) Degree 4: completion of grade 9

Accepted Answer

Degree 4, completion of grade 9, is arranged out of place on the chart because it is a lower level of formal education compared to Degree 1, completion of high school. The degrees should be arranged in increasing order of formal education level, not in any other arbitrary order.

Question 17

What determines the relative value of a job and,thus,its position on the hierarchy of jobs using the point method of job evaluation?
A) market comparators
B) regression analysis
C) base pay structure
D) point scores of the jobs

Accepted Answer

The point method of job evaluation assigns point scores to various components of a job, such as skills, responsibilities, education, and working conditions. The total point score for each job is used to determine its relative value and position on the hierarchy of jobs. Therefore, the point scores of the jobs determine their relative value and position, making choice D the correct answer. Market comparators, regression analysis, and base pay structure may be used in conjunction with the point method to determine the appropriate pay rates for each job, but they do not directly determine the relative value or position of the jobs in the hierarchy.

Question 18

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Accepted Answer

Reliability refers to the consistency of the job evaluation system in producing the same results when different evaluators are utilized.

Question 19

Which is not one of the steps in the development of a point method job evaluation plan?
A) identify the compensable factors.
B) analyze the questionnaire data.
C) test the system.
D) scale the factors.

Accepted Answer

Analyzing questionnaire data is not a step in the development of a point method job evaluation plan. The steps typically include identifying compensable factors, scaling the factors, and testing the system.

Question 20

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Accepted Answer

The two methods for deriving factor weightings are statistical analysis and expert judgment.

Quiz 8: Evaluating Jobs: the Point Method of Job Evaluation

Which of the following would be an example of job outputs for a painter?

The compensable factors that are selected are not likely to be equal in importance to your firm. Which step in developing a job evaluation system using the point method recognizes this variation in importance?

A key advantage of the point method is its high degree of precision in measuring jobs.

The point method of job evaluation contains the following four steps: identify compensable factors;scale the factors;weight the factors;and decide on what to pay.

Which of the following is not a component of the point method of job evaluation?

Which of the following is not considered to be an advantage of the point method of job evaluation?

In establishing criteria for movement within a pay range,the three most commonly used are experience,performance,and market rates.

Which of the following statements is true regarding how many factors and different job evaluation systems,by law,should be used?

The midpoint of split pay range serves as a control point to prevent pay increases unless they are based on performance.

In developing your job evaluation system,it is important that all the factors have the same number of degrees.

Which of the following compensable factors represents the main category of "skill"?

Which of the following approaches assigns responsibility for deriving factor weights to a committee of knowledgeable individuals within the organization?

In some cases,where to establish pay grade boundaries is an arbitrary decision.

A pay range should mimic the range of performance or experience within jobs.

The first key issue in establishing pay ranges is what width the ranges should be.

Assume (a) ,(b) ,(c) ,and (d) represent degree 1,2,3,and 4,respectively,for the formal education factor on your summary rating chart for the point method of job evaluation.Based on the degree definitions which of the following degrees is arranged out of place on the chart?

What determines the relative value of a job and,thus,its position on the hierarchy of jobs using the point method of job evaluation?

Reliability of the job evaluation system means that the system will produce the same results even if different evaluators are used.

Which is not one of the steps in the development of a point method job evaluation plan?

The two methods for deriving factor weightings are statistical analysis and expert judgment.