compensation , chapter 5

By answering the question, "How does this job add value?" job evaluation best:`

supports organization strategy.

What are the steps in designing a point plan?

1. conduct job analysis 2. determine compensable factors 3. scale the factors 4. weight the factors according to importance 5. apply to non benchmark jobs

Research shows that _____ factor(s) account(s) for 98-995 of the variance in job evaluation plans.

3 ( skills effort responsibility)

Research shows that the compensable factor skill accounts for ______ percent of the variance in job evaluation results.

90

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

A single universal plan is acceptable to employees if the work covered is highly diverse

A company changes its strategy to be more "lean" and efficient, which may include some resizing in terms of employee strength. What should the company do about the compensable factor "scope of responsibility" that is measured by the number of subordinates?

Change the factor name to "depth of responsibility" and measure it the same.

The first major decision in job evaluation is to

Establish purpose of evaluation

The assumption that value cannot be determined without reference to the external market is most closely related to which of the following aspects of job evaluation?

External market link

Which of the following is not a factor indicating a pay structure is aligned?

Fits the external labor market

Which of the following is the correct sequence?

Job description>Job evaluation>Job structure

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

Job evaluation

Views of job evaluation include all except

Legal Mandate

Which of the following is not a characteristic of a benchmark job?

The pay level is the best in the industry.

The U.S. federal government's pay structure is based upon ______ job evaluation system.

a classification

in the beginning of chapter 5 what did the author say about "compensationitis"?

a way of understanding how different organization values work. contagious involves asking strangers about how they are paid not : a social disease

The breadth of work is likely to be narrowest in

an executive search firm.

All the following are true of compensable factors except:

are common within an industry type.

what is the disadvantage of considering job evaluation as a process for linking job content and internal value with external rates?

aspects of job content take on value based on their relationship to market wages. if some aspect of job content, such as stressful working conditions, is not related to wages paid in the external labor market then that aspect may be excluded in the job evaluation. in this perspective, the value of job content is based on what it can command in the external market it has no intrinsic value.

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

benchmark factor classes.

how does job evaluation aid in the process of establishing an internally aligned pay structure?

characteristics of job evaluations helps in establishing an internally aligned pay structure: supports organization strategy supports work flow is fair to employees motivates behavior toward organization objectives

A job description is compared to class descriptions. This describes the ______ method of job evaluation.

classification

The job evaluation method that most resembles a bookcase is:

classification.

are those characteristics in the work that an organization values; that help it pursue its strategy and achieve its objectives.

compensable factors

The example, "scaling of a compensable factor," is most likely related to:

decision making.

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

determine compensable factors.

The final step in designing a point plan is _____

develop online software.

what are the major decisions in job evaluation process?

establish the purpose decided on single vs. multiple plans chose among alternative methods obtain involvement of relevant stakeholders & evaluate the usefulness of the results

Exchange value of a job is its_____

external market value

what are the characteristics of a benchmark job?

its contents are well known & relatively stable over time the job is common across a # of different employers it is unique to a particular employer a reasonable proportion of the work force is employed in the job

Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act?

knowledge

The number of job evaluation plans an organization uses depends upon the:

level of detail to make pay decisions.

According to a World at Work survey, the primary method of job evaluation is ______

market pricing

The beginning of job evaluation is most closely associated with

negotiation

The ______ method of job evaluation is the most commonly used method in the U.S. and Europe.

point

The ______ method of job evaluation uses compensable factors.

point

A small organization is most likely to use _____ for job evaluation.

ranking method

All of the following are advantages of the ranking method of job evaluation except:

rankings are easy to defend and justify.

The point method is an example of:

scaling of a compensable factor.

The second major decision in job evaluation is to

select single or multiple plans

The best single compensable factor for creating a job structure, is:

skill

Which of the following compensable factors, generic factors of the Equal Pay Act and National Electric Manufacturers Association (NEMA) is most similar to the Hay plan Factor Know How?

skill

The primary usefulness of job evaluation is_____

that it provides a framework for exchange of views

The most widely used point method job evaluation is the:

the Hay plan

The following statement is an example of ______ of job evaluation. The effectiveness of the majority of the position's decisions can be measured within: 1. One day; 2. One week; 3. One month; 4. Six months; 5. One year; 6. More than one year.

the point method

Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?

worker performance