CH 6 Warm up
Which two processes are used by compensation specialists to create internally consistent job structures?
A.Job analysis followed by job evaluation
One of the limitations of an internally consistent compensation system is that it ________.
A.creates a bureaucratic job structure
Which of the following is NOT a step in the job analysis process?
A.Determining a plan for the pay structure
Which of the following refers to the actual activities that an employee must perform on the job?
B.Job content
The difference between job analysis and job evaluation is that ________.
B.job analysis is descriptive, whereas job evaluation reflects management's priorities for different positions
What is the end result of a reliable job analysis method?
C.Consistent results under similar conditions
Which of the following evaluation methods is most popular because it gives compensation professionals better control over balancing internal and market considerations.?
D.Point method
A committee created to design, oversee, and evaluate jobs would include representatives from all of the following groups EXCEPT ________.
E.customers
The first step in conducting a point method valuation is to select benchmark jobs. A benchmark job can be defined as a job ________.
E.found outside the company that is used as a reference point to judge jobs within the company
Equity assessments become more difficult when ________.
E.job definitions become more fluid
