Chapter #5 Comp Study Guide

In the point method, the second step in designing a plan is to:

Determine the compensable factors. Steps in order: 1. Conduct job analysis, 2. Determine compensable factors; 3. Scale the factors; 4. Weight the factors according to importance; 5. Select criterion pay structure; 6. Communicate the plan and train users; 7. Apply to non-benchmark jobs; 8. Develop online software support.

_________ are more likely to conduct job evaluations of senior management jobs.

compensation managers.

a major decision in job evaluation is to:

choose among alternative approaches (pg. 143)

A job description is compared to class descriptions in the _____ of job evaluation.

classification

The job evaluation method that most resembles a bookcase with many shelves is:

classification

In the context of the point method of job evaluation, _____ are those characteristics in the work that an organization values; that help it pursue its strategy and achieve its objectives.

compensable factors

The final step in designing a point plan involves _____.

develop online software support

the exchange value of a job is its________

external market value

the most widely used point method job evaluation is the :

hay plan

which of the following is a disadvantage of the point method?

it can become bureaucratic and rule-based.

__________ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.

job evaluation

According to a World atWork survey, the primary method of job evaluation is _____.

market pricing

The _____ method of job evaluation is the most commonly used method in the United States and Europe.

point

The _____ method of job evaluation uses compensable factors.

point

When a statistical process is used to duplicate an existing pay structure, it is called:

policy capturing

Research shows that _____ factor(s) account(s) for 98 to 99 percent of the variance in job evaluation plans.

three

Which of the following is a major decision in job evaluation?

1. Establishing the purpose of the plan; 2. Decide on single vs. multiple plans; 3. Choose among alternative methods; 4. Obtain involvement of relevant stakeholders; 5. Evaluate the usefulness of the results

All of the following are advantages of the ranking method of job evaluation EXCEPT that:

Advantages: the evaluation process is fast, the evaluation process is inexpensive, the evaluation process is not complex EXCEPT: rankings are easy to defend and justify

Common characteristics of the point method include all of the following EXCEPT:

Include e.g.: numerically scaled factor degrees, factor weights, compensable factors. Not include: benchmark factor classes

In the context of internal alignment, which of the following is the correct sequence?

Job description >>>> Job evaluation>>>>>>>>Job structure

Most factor scales have _____ degrees.

4-8

Research shows that skills, one of the compensable factors, accounts for _____ percent or more of the variance in job evaluation results.

90

Which of the following is the underlying assumption in the assessment of job content?

Content has intrinsic value outside external market

Which of the following is NOT true of the usage of multiple plans versus single job evaluation plans?

True: Employers rarely evaluate all jobs in the organization at one time; Many employers design different evaluation plans for different types of work; typically, a related group of jobs is used for evaluation. False: A single universal plan is acceptable to employees if the work covered is highly diverse.

which of the following statements is true of a job evaluation plan?

True: it is developed using benchmark jobs and then applied to non-benchmark jobs

Which of the following methods requires evaluators to agree on which jobs are the most and least valuable, then the next most and least valued, and so on until all the jobs have been ordered?

alternation-ranking method