Question 1

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?
A) proxy
B) job-to-job
C) equality
D) proportional value

Accepted Answer

The term "equality" is not a specific method used for comparing female and male job classes in the context of job evaluation or pay equity. Methods like proxy, job-to-job, and proportional value are recognized approaches for such comparisons.

Question 2

One of the shortcomings associated with job analysis in dynamic work environments is the potential for obsolete data to be used for a variety of human resource decisions.What proactive steps would you recommend to an organization facing this issue?
A) Update job descriptions systematically.
B) Stop conducting job analysis.
C) Contract out most of your human resource functions.
D) Allow each manager in the organization to create actual job descriptions.

Accepted Answer

Updating job descriptions systematically can ensure that the data used for human resource decisions is current and relevant. This proactive step can help mitigate the potential for using obsolete data. Stopping job analysis or contracting out human resource functions may not address the core issue and may not be feasible for all organizations. Allowing each manager to create their own job descriptions may lead to inconsistency and confusion.

Question 3

Which of the following is NOT a valid purpose for conducting job evaluation?
A) to control employee performance
B) to control wage costs
C) to create an equitable pay structure
D) to create perceptions of equitable pay among those covered by the system

Accepted Answer

Job evaluation is not meant to control employee performance, rather it is a process used to assess and determine the relative worth of different jobs within an organization in terms of their inherent responsibilities and requirements. The results are typically used to create a fair and consistent pay structure that aligns with the organization's compensation philosophy and remains competitive within the industry. Controlling wage costs and ensuring perceptions of equitable pay are valid purposes of job evaluation.

Question 4

Which evaluation method uses questionnaires to capture time spent on certain activities and the importance of those activities to the successful completion of the job?
A) point
B) factor comparison
C) classification
D) statistical/policy capturing

Accepted Answer

The evaluation method that uses questionnaires to capture time spent on certain activities and the importance of those activities to the successful completion of the job is statistical/policy capturing. This method involves collecting data through surveys or questionnaires and analyzing it statistically to identify patterns or relationships.

Question 5

Which job analysis method is used for organizations that are being created or when new jobs are introduced?
A) observation
B) interviews
C) questionnaires
D) functional job analysis

Accepted Answer

Functional job analysis is specifically designed for analyzing new jobs or creating job descriptions in organizations that are being established. It focuses on the functions and tasks of the job, making it suitable for situations where traditional job analysis methods like observation, interviews, or questionnaires may not be applicable because the jobs do not yet exist or are being significantly changed.

Question 6

Carlos decides to use a time-and-motion study to gather information about a particular job.What kind of job analysis method is Carlos using?
A) observations
B) interviews
C) questionnaires
D) functional job analysis

Accepted Answer

Carlos is using observations to gather information about a particular job, which involves closely watching and recording each step of the job in order to identify areas for improvement or to create a more efficient workflow. This is a classic example of a time-and-motion study, which falls under the category of observational methods of job analysis.

Question 7

Mario performs his job at a very high standard.Unfortunately,a job evaluation process determined that he is currently being paid at a level below the minimum in a new pay scale.Which statement best describes Mario's current position in the new pay scale?
A) Mario would be classified as a "constructive employee."
B) Mario would be classified as an "exception-to-the-pay-scale" employee.
C) Mario would be classified as a "green-circled employee."
D) Mario would be classified as a "red-circled employee."

Accepted Answer

"Green-circled employee" refers to an employee who is below the minimum of the new pay scale due to their job being re-evaluated as less complex or demanding. Since Mario is determined to be currently being paid below the minimum in a new pay scale despite his high level of performance, he would be classified as a "green-circled employee."

Question 8

Which job evaluation method is like sorting books among a series of carefully labelled shelves in a bookcase?
A) ranking
B) paired comparison
C) classification
D) factor comparison

Accepted Answer

Classification job evaluation method involves grouping jobs into a series of pre-determined job classes or grades. This is similar to sorting books on labelled shelves in a bookcase. Ranking method involves ordering jobs from highest to lowest based on their importance or value to the organization. Paired comparison involves comparing each job to every other job in pairs to determine their relative worth. Factor comparison method involves breaking down jobs into various factors and comparing them to a set of standard factors to determine their relative value.

Question 9

XYZ.Inc.uses a group of judges to examine its job descriptions and determine the value of these jobs to the organization.What job evaluation method is XYZ Inc.using?
A) point method
B) functional job analysis
C) ranking method
D) policy capturing method

Accepted Answer

The ranking method involves a group of judges or evaluators who compare jobs to each other and rank them based on their overall value to the organization.

Question 10

Which procedure is NOT required under the Ontario Pay Equity Act?
A) identifying job classes by gender
B) collecting job information
C) comparing jobs using gender neutral system
D) checking for performance appraisal biases

Accepted Answer

Checking for performance appraisal biases is not explicitly required under the Ontario Pay Equity Act. However, it is still recommended as a good practice to ensure that there are no biases in the performance evaluation process that could affect pay equity. A, B, and C are all required procedures under the Act.

Question 11

Because your company is newly created,you do not have any job descriptions.Which method of job analysis will you need to use?
A) interviews
B) questionnaires
C) functional
D) observation

Accepted Answer

The functional job analysis method is suitable for newly created companies without job descriptions because it focuses on the functions and tasks that need to be performed in a job, rather than relying on existing job descriptions or employee feedback, which may not be available in new organizations.

Question 12

Joel,whose pay was above the pay range,was forced to take a substantial pay cut.He has decided to challenge his employers in the courts.What will he likely claim?
A) discrimination
B) constructive dismissal
C) demotion
D) red-circling

Accepted Answer

Joel is likely to claim constructive dismissal, as he was forced to take a substantial pay cut that was outside of the normal range for his position. This can be considered a breach of his employment contract, giving him the right to challenge his employers in court. Discrimination, demotion, and red-circling are unlikely to apply in this situation.

Question 13

You have been asked to present to management potential drawbacks associated with using a job analysis process at your company.Which of the following would likely NOT be included in your list of drawbacks?
A) analyzing the jobholder rather than the job
B) gender bias
C) use of technical language
D) use of incorrect benchmark jobs

Accepted Answer

The answer of You have been asked to present to...

Question 14

An Ontario-based organization asks you to recommend a job evaluation method that may meet pay equity legislation.What job evaluation method are you likely NOT to recommend?
A) point
B) factor comparison
C) ranking
D) classification

Accepted Answer

Ranking is likely the job evaluation method that would not be recommended because it involves simply ranking jobs based on subjective opinions, rather than using objective criteria to determine the relative worth of each job. This can lead to inconsistencies and biases in the results, which could potentially violate pay equity legislation. Point, factor comparison, and classification methods are all more objective and systematic approaches to job evaluation that may be better suited for ensuring pay equity.

Question 15

Which of the following is NOT one of the methods of job evaluation discussed in the textbook?
A) ranking method
B) forced distribution method
C) factor comparison method
D) statistical/policy capturing method

Accepted Answer

The forced distribution method is not discussed in the textbook as a method of job evaluation. The other three methods - ranking, factor comparison, and statistical/policy capturing - are all discussed.

Question 16

The textbook introduces four main approaches to conducting job analysis.Which approach would you NOT likely use to collect information on the teller role at an existing Canadian bank?
A) Observe several bank tellers performing their jobs.
B) Perform a functional job analysis.
C) Interview several tellers at a local branch.
D) Provide questionnaires to several tellers.

Accepted Answer

A functional job analysis would likely be too extensive and time-consuming for a role such as a teller at a Canadian bank. The other three approaches (observing, interviewing, and providing questionnaires) would all be appropriate and effective for gathering information about the job responsibilities, tasks, and required skills.

Question 17

In Ontario,once completed,pay equity plans should be shared with employees,including both process and outcomes.Which of the following organizations would be exempt from posting their pay equity plans?
A) a global manufacturer in Ottawa employing 250 workers
B) a car manufacturer employing 1,000 workers at its Toronto plant
C) a food processing factory employing 200 full-time employees
D) a farming operation in Ontario employing 25 employees annually

Accepted Answer

According to the Ontario Pay Equity Act, only employers with 10 or more employees are required to develop and implement pay equity plans. Since the farming operation in Ontario employs only 25 employees annually, they would be exempt from posting their pay equity plan. The other organizations mentioned in the options are likely required to develop pay equity plans and share them with their employees.

Question 18

Which process is used to determine the relative importance of the employee's job to the organization and the placing of those jobs in the same hierarchy level?
A) job analysis
B) market analysis
C) performance appraisal
D) job evaluation

Accepted Answer

Job evaluation is the process of determining the relative worth or value of a job in relation to other jobs within an organization. It helps to establish a job hierarchy, which facilitates the development of fair and consistent pay structures. Job analysis is the process of gathering and analyzing information about the content and requirements of a job, while market analysis is used to determine competitive pay rates in the labor market. Performance appraisal assesses an employee's job performance against predetermined criteria.

Question 19

What do job specifications focus on?
A) job activities
B) reporting structure
C) employee qualifications
D) performance

Accepted Answer

Job specifications typically focus on the qualifications and skills required for a particular job, rather than the specific job activities, reporting structure or performance.

Question 20

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?
A) job analysis
B) job evaluation
C) job description
D) job specifications

Accepted Answer

Job analysis is the process of gathering data and information about the specific characteristics and requirements for a particular job, such as the skills, knowledge, and abilities needed to perform the job successfully. Job evaluation refers to the process of determining the relative worth of different jobs within an organization, while job description and job specifications are outputs of the job analysis process that describe the duties, responsibilities, and qualifications required for a particular job.

Quiz 7: Evaluating Jobs: the Job Evaluation Process

The textbook identifies several methods that may be used when comparing female and male job classes.Which method would you consider to be inappropriate?

One of the shortcomings associated with job analysis in dynamic work environments is the potential for obsolete data to be used for a variety of human resource decisions.What proactive steps would you recommend to an organization facing this issue?

Which of the following is NOT a valid purpose for conducting job evaluation?

Which evaluation method uses questionnaires to capture time spent on certain activities and the importance of those activities to the successful completion of the job?

Which job analysis method is used for organizations that are being created or when new jobs are introduced?

Carlos decides to use a time-and-motion study to gather information about a particular job.What kind of job analysis method is Carlos using?

Mario performs his job at a very high standard.Unfortunately,a job evaluation process determined that he is currently being paid at a level below the minimum in a new pay scale.Which statement best describes Mario's current position in the new pay scale?

Which job evaluation method is like sorting books among a series of carefully labelled shelves in a bookcase?

XYZ.Inc.uses a group of judges to examine its job descriptions and determine the value of these jobs to the organization.What job evaluation method is XYZ Inc.using?

Which procedure is NOT required under the Ontario Pay Equity Act?

Because your company is newly created,you do not have any job descriptions.Which method of job analysis will you need to use?

Joel,whose pay was above the pay range,was forced to take a substantial pay cut.He has decided to challenge his employers in the courts.What will he likely claim?

You have been asked to present to management potential drawbacks associated with using a job analysis process at your company.Which of the following would likely NOT be included in your list of drawbacks?

An Ontario-based organization asks you to recommend a job evaluation method that may meet pay equity legislation.What job evaluation method are you likely NOT to recommend?

Which of the following is NOT one of the methods of job evaluation discussed in the textbook?

The textbook introduces four main approaches to conducting job analysis.Which approach would you NOT likely use to collect information on the teller role at an existing Canadian bank?

In Ontario,once completed,pay equity plans should be shared with employees,including both process and outcomes.Which of the following organizations would be exempt from posting their pay equity plans?

Which process is used to determine the relative importance of the employee's job to the organization and the placing of those jobs in the same hierarchy level?

What do job specifications focus on?

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?