Question 1

_____ is the process of determining and quantifying the relative values of jobs in an organization&#10;A) Job processing&#10;B) Job structuring&#10;C) Job evaluation&#10;D) Factor weighting&#10;E) Job description

Accepted Answer

Job evaluation is the process of determining and quantifying the relative values of jobs in an organization. It is usually done by comparing the jobs in terms of factors such as skill, effort, responsibility, and working conditions, and assigning a point value to each factor. The results of the job evaluation are used to create a pay structure that ensures that jobs with similar value are compensated at a similar level.

Question 2

Job value may include all the following EXCEPT: ____. and/or, or i (minimum wage).&#10;A) its value in the external market&#10;B) external market rates&#10;C) its relationship to some other set of rates that have been agreed upon through collective bargaining&#10;D) its relationship to government legislation&#10;E) its relationship to a set of rates that have been agreed upon through a negotiation process

Accepted Answer

External market rates are included in the job value, while "and/or" and "minimum wage" are not specifically mentioned and are not inherent components of determining job value. Collective bargaining, government legislation, and negotiation processes may all play a role in determining job value.

Question 3

Which of the following would NOT be considered a way to make job value rigorous and systematic?&#10;A) documentation&#10;B) objectivity&#10;C) generalizability&#10;D) acceptability&#10;E) reliability

Accepted Answer

Acceptability refers to whether the job value measurements are considered fair and appropriate by employees and other stakeholders. It is still an important factor for making job value systematic and rigorous, along with documentation, objectivity, generalizability, and reliability.

Question 4

Selecting benchmark jobs from each level ensures coverage of the entire work domain, thus helping to ensure the _______ of the decisions based on the job evaluation&#10;A) validity&#10;B) objectivity&#10;C) accuracy&#10;D) credibility&#10;E) acceptability

Accepted Answer

The answer of Selecting benchmark jobs from each level ensures...

Question 5

_____ are defined based on the strategic direction of the business and how the work contributes to that strategy.&#10;A) Factor weights&#10;B) Factor degrees&#10;C) Compensable factors&#10;D) Job benchmarks&#10;E) Pursuable features

Accepted Answer

Compensable factors are the elements that an organization determines as valuable for the success of its strategic objectives. These factors are used to evaluate and compensate employees based on job performance and responsibility. Factor weights are used in job evaluation to determine the relative importance of each factor but do not define the factors themselves. Factor degrees are also used in job evaluation but refer to the level of each factor required for a specific job rather than the factors themselves. Job benchmarks and pursuable features are not directly related to the strategic direction of the business.

Question 6

Employee and management commitment, trust, and acceptance of the results is likely to come from which of the following?&#10;A) Focusing solely on the results&#10;B) The internal pay structure&#10;C) The fairness of the design process&#10;D) The job value&#10;E) Stakeholder consultation

Accepted Answer

A fair design process is likely to foster commitment, trust, and acceptance of the results. This is because it ensures that everyone involved in the process feels valued, heard, and respected. Focusing solely on the results may make employees feel like they are being treated as cogs in a machine rather than individuals with their own perspectives and needs. The internal pay structure and job value are important, but they are not likely to be the primary drivers of commitment, trust, and acceptance. Stakeholder consultation is also important, but it is not sufficient on its own - the design process needs to be fair as well.

Question 7

Job descriptions are an output of job evaluation.

Accepted Answer

Job descriptions are used as an input for the job evaluation process, not an output. Job evaluation typically results in determining the relative value or complexity of a job in relation to others within the organization to establish fair compensation.

Question 8

Value is one of the four universal compensable factors.

Accepted Answer

The four universal compensable factors are skill, effort, responsibility, and working conditions, not value.

Question 9

Point plans have become less popular due to pay equity legislation requirements.

Accepted Answer

The answer of Point plans have become less popular due...

Question 10

What are the advantages and disadvantages of the three most common job evaluation methods?

Accepted Answer

The answer of What are the advantages and disadvantages of...

Question 11

Describe the four universal compensable factors required in pay equity legislation across Canada.

Accepted Answer

The answer of Describe the four universal compensable factors required...

Question 12

What are the aspects that determine the usefulness of compensable factors?

Accepted Answer

The answer of What are the aspects that determine the...

Question 13

Who should be involved in job evaluation?

Accepted Answer

The answer of Who should be involved in job evaluation?...

Deck 5: Job-Based Pay Structures and Job Evaluation