Compensations-Benefits Topic 3

People who have non-manual work requiring discretion and judgement pertaining to the activities of the business. Executives Learned Professionals Creative Professionals Administrative Highly Compensated

Administrative

Which of the following would not be part of a traditional job interview? Compensation Time Spent on Activities Skills Needed Preset Questions

Compensation

In the public sector, employers are allowed to grant paid time off instead of overtime pay, referred to as what? Compensatory Time Exempt pay Executive pay

Compensatory Time

In this step of the job analysis managers should note any points of uncertainty or disagreement among information sources. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Consolidate Information into Job Description Draft

In this step of the job analysis process the draft of the job description is created. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Consolidate Information into Job Description Draft

The fifth and final step in the job analysis process is: Identify the Job Observe and Interview Incumbents Consolidate Information into Job Description Draft Observe and Interview Leadership Obtain Feedback and Revise Job Description

Consolidate Information into Job Description Draft

People who are inventive and artistic they are employed for the extraction of their skills. Executives Learned Professionals Creative Professionals Administrative Highly Compensated

Creative Professionals

The disadvantages to this method are that the creation of the questionnaires can also take a lot of time, so the method is most justified in large organizations where there are numerous incumbents per job. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Custom Questionnaires

The obvious strengths of this approach are that more job incumbents can be reached more quickly and efficiently, which also increases the generalizability of results. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Custom Questionnaires

The results of this method can be easily summarized to create a synthesized view of the job. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Custom Questionnaires

This method contains a series of questions that job incumbents complete on their own. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Custom Questionnaires

This method typically is created within the organization and often based on prior information obtained through the interview methods. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Custom Questionnaires

This is a benefit to using generic questions in an interview: Number of interviewers Financial cost Efficient in time Length of interview

Efficient in time

How often should a job description be updated? Every 3 years As needed and appointed by the HR manager Every 2 years Every time a performance review is completed

Every time a performance review is completed

People who have managerial authority in a business on the level of direct work, hiring and firing of employees. Executives Learned Professionals Creative Professionals Administrative Highly Compensated

Executives

This is a disadvantage to using generic questions in an interview: Financial cost Efficient in time Length of interview Amount of people in an interview

Financial cost

When it comes to observation this observation technique, job analysts are present in the workplace to watch employees carry out the work. First-hand observation Unobtrusive observation Interactive observation

First-hand observation

A disadvantage to this method is that the level of detail is often somewhat lacking using this method. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Generic Questionnaires

In this method questionnaires are often administered by the provider so their level of job analysis expertise is very high. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Generic Questionnaires

Questionnaires are purchased from a third party and use general questions to which incumbents respond using scaled ratings. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Generic Questionnaires

This approach is the most efficient in terms of time, but it does create a financial cost to purchase the product and service. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Generic Questionnaires

People who make more than $107,432 a year, or workers performing repetitive manual work or computer programming work are non-exempt up to $27.63 per hour. Executives Learned Professionals Creative Professionals Administrative Highly Compensated

Highly Compensated

At this point in the job analysis process it is recognized that the exact job title and job identification information is subject to change. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Identify the Job

The first step in the job analysis process is: Observe and Interview Leadership Observe and Interview Incumbents Identify the Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Identify the Job

This step of the job analysis process includes obtaining previous job descriptions if analyzing an existing job, descriptions of any jobs being consolidated into the new job, or labels provided to the job by those requesting the job analysis. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Identify the Job

When it comes to observation the analyst is free to inquire of employees what they are doing and how the results are used. First-hand observation Unobtrusive observation Interactive observation

Interactive Observation

Because many types of jobs involve work that is difficult to physically observe, this observation technique is more often utilized. First-hand observation Unobtrusive observation Interactive observation

Interactive observation

In essence, this approach is a mix between an observation technique and the interview techniques. First-hand observation Unobtrusive observation Interactive observation

Interactive observation

Defines the nature of the work which serves as an important determinant of Fair Labor Standards Act status (exempt vs. non-exempt). Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

Even though this is much more complicated than "scratching an itch," it is important to remember it is simply a processes of understanding where an organization "itches," or what it needs to have done to create value. Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

Provides a process for understanding how work is organized and serves as the basis for most reward systems. Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

The process of systematically analyzing positions that result in completed work in organizations. Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

This provides an understanding of the nature of the work performance which is vital for determining the likely effectiveness of performance-based pay systems. Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

This will detail the knowledge, skill, and ability requirement for a job, which will have a direct connection to the reward strategy for that particular job. Job Analysis Identify Job Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Job Analysis

This translates the TDRs into KSAOs that an employee needs to perform the job at a satisfactory level. Job family Job description Tasks, duties & responsibilities (TDR) Job specifications

Job Specification

The _______ describes the job. Job family Job description Tasks, duties & responsibilities (TDR) Job specifications

Job description

The primary product of the Job Analysis process is what Job description Job elements Job title Reference ID

Job description

The primary product of the job analysis process is the: Employee trainings Compensation Development Job description

Job description

These are written documents that serve as the primary source of information about jobs for many uses within the organization, and these descriptions play a key role in the design and implementation of total reward systems. Job description Job elements Job title Job family

Job description

A grouping of jobs that have similar functions or content. For example, a financial appraiser job and a financial forecaster job. Job description Job elements Job title Job family

Job family

The ______ describes the person. Job family Job description Tasks, duties & responsibilities (TDR) Job specifications

Job specifications

People who have advanced knowledge in a field, the intellectual work requires an advanced degree. Executives Learned Professionals Creative Professionals Administrative Highly Compensated

Learned Professionals

Name one disadvantage to a panel interview? Not Part of the Job Length of Time Not Needed Too Much Work

Length of Time

In this step of the job analysis process care should be taken to interview multiple incumbents of varying experience with a common set of structured questions. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Observe and Interview Incumbents

In this step of the job analysis process there is a need to conduct more in-depth interviews with job incumbents to ascertain the tasks, duties, and responsibilities. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Observe and Interview Incumbents

The third step in the job analysis process is: Identify the Job Observe and Interview Incumbents Obtain Feedback and Revise Job Description Observe and Interview Leadership Consolidate Information into Job Description Draft

Observe and Interview Incumbents

In this step of the job analysis process an observation of the workplace and interviewing the organizational leadership connected to the new job. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Observe and Interview Leadership

In this step of the job analysis process attention should be placed on understanding how the job interfaces with other jobs in the workplace. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Observe and Interview Leadership

The second step in the job analysis process is: Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Observe and Interview Leadership

In this step of the job analysis managers use a survey or interview based process to have the subject matter experts review the job description to ensure that it adequately captures the job. Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Obtain Feedback and Revise Job Description Consolidate Information into Job Description Draft

Obtain Feedback and Revise Job Description

The fourth step in the job analysis process is: Identify the Job Observe and Interview Incumbents Observe and Interview Leadership Consolidate Information into Job Description Draft Obtain Feedback and Revise Job Description

Obtain Feedback and Revise Job Description

A searchable database that provides more occupation-level information about jobs and work in organizations. a. Occupational Outlook Handbook (OOH) b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

Occupational Outlook Handbook (OOH)

An advantage to this method is that it allows the difficult task of information synthesis to be done by those most knowledgeable about the job. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Panel Interviews

In this method multiple job incumbents (and sometimes multiple job analysts) all meet together to analyze the job. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Panel Interviews

In this method the job incumbents themselves explore the agreement and contradictions in their responses. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Panel Interviews

The disadvantages to this method is that there are time requirements and discussions need to be well facilitated to keep them on track to avoid the discussion's being driven more by politics than by job substance. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Panel Interviews

A web site that hosts a continuous compensation and benefits survey that is based on data gathered from individuals who visit its site. a. US Depart of Labor Employment and Training Administration (Industry Resources b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

PayScale

Job analysis is gathered by ____________. People Data Computer graphics Guessing

People

If an employee has significant discretion and exercises independent judgment that employee is classified as exempt form FLSA provisions. Salary Level Test Salary Basis Test Primary Duties Test

Primary Duties Test

This test is broken down into criteria for Executives, Learned Professionals, Creative Professionals, Admin, Computer, Outside sales, and High Compensated. Salary Level Test Salary Basis Test Primary Duties Test

Primary Duties Test

A letter and/or numeric code used to reference the job, often in databases. Job description Job elements Job title Reference ID

Reference ID

Job descriptions often contain information about the _________ that are important for accomplishing the job. Monetary values Relationships Understanding Strengths

Relationships

The bulk of the job description does not include: Tasks Responsibilities Duties Rewards

Rewards

An employee whose is pay is reduced based on the hours worked is non-expempt. Salary Level Test Salary Basis Test Primary Duties Test

Salary Basis Test

An employee paid less than $35,568 per year is nonexempt and covered by the FSLA. Salary Level Test Salary Basis Test Primary Duties Test

Salary Level Test

"Analyze consumer confidence, inflation, and interest rate trends to inform project investment decisions". This statement refers to what? Job family Job elements Tasks, duties & responsibilities (TDR) Job specifications

Tasks, duties & responsibilities (TDR)

The building blocks of a job, and represent the ways that employees create value for the organization. Job family Job elements Tasks, duties & responsibilities (TDR) Job specifications

Tasks, duties & responsibilities (TDR)

These statements typically begin with an action verb, with 7-15 statements typically being sufficient to describe most jobs at the appropriate level of detail. Job family Job elements Tasks, duties & responsibilities (TDR) Job specifications

Tasks, duties & responsibilities (TDR)

A disadvantage to this method is that interviews can produce a large quantity of information that is sometimes difficult to synthesize across interviewees. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Traditional Interview

In this method the interview consumes a lot of time on the part of the job incumbents as well as for the personnel doing the job analysis. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Traditional Interview

The advantage of this method is that it allows for exploration and clarification-type questions that yield a complete and detailed understanding of the job. Traditional Interview Panel Interviews Custom Questionnaires Generic Questionnaires

Traditional Interview

Using this method, the job analyst asks the job incumbent preset questions about the content, skills needed, and time spent on activities in the job. Panel Interviews Traditional Interview Custom Questionnaires Generic Questionnaires

Traditional Interview

When it comes to observation the analyst attempts to minimize interaction with the employees and remain as unnoticed as possible. First-hand observation Unobtrusive observation Interactive observation

Unobtrusive observation

When it comes to observation the intent here is to avoid causing the employees to alter their day-to-day behavior. First-hand observation Unobtrusive observation Interactive observation

Unobtrusive observation

Provides information on expected changes in demand for occupations and general salary information. a. Occupational Outlook Handbook (OOH) b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

a. Occupational Outlook Handbook (OOH)

While this information is very general and does not differentiate by individual factors such as skill level or performance or organizational factors such as location or strategy, it does provide a big-picture view of jobs and pay. a. Occupational Outlook Handbook (OOH) b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

a. Occupational Outlook Handbook (OOH)

Regarding a Job description. As a rule of thumb, _______________would be too short and _________ would be too long, and most job descriptions can be contained ___________. a. few sentences, more than 1 page, in 1 page. b. few words, 3 pages, in 1-2 pages c. few sentences, 2 pages, in less than 1 page

a. few sentences, more than 1 page, in 1 page.

An online database created that provides an exhaustive listing of jobs and occupations. a. US Depart of Labor Employment and Training Administration b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

b. Occupational Information Network (O*NET)

An online database that represents a very useful starting point for beginning a job analysis process. a. US Depart of Labor Employment and Training Administration (Industry Resources b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

b. Occupational Information Network (O*NET)

An online database where managers can search for jobs and job categories and obtain information on typical tasks, activities, and contextual factors of the work as well as the skills, abilities, and interests of typical incumbents. a. US Depart of Labor Employment and Training Administration (Industry Resources b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

b. Occupational Information Network (O*NET)

What is a generic questionnaire? a. Irrelevant b. Questions brought in by a third party c. Questions developed from previous interviews d. Questions developed from senior management

b. Questions brought in by a third party

A source of the current labor market information and grant opportunities for workforce initiatives. a. US Depart of Labor Employment and Training Administration (Industry Resources b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

c. Employment and Training Administration (ETA)

Part of the DOL and provides job training and employment services through state and local workforce development programs. a. US Depart of Labor Employment and Training Administration (Industry Resources b. Occupational Information Network (O*NET) c. Employment and Training Administration (ETA) d. PayScale e. Bureau of Labor Statistics (BLS)

c. Employment and Training Administration (ETA)

A custom questionnaire is: a. Extra questions that the interviewer asks b. Irrelevant c. Questions that the job incumbent completes d. Questions that only one incumbent will be asked

c. Questions that the job incumbent completes

Job analysis is designing a process to understand how to _______________________. create value create jobs create financial success create career growth

create value

A Reference ID is: a. A series of numbers and letters that is used to reference an employee b. A series of numbers and letters that is used to reference a company c. A series of numbers and letters that is used to reference a government agency d. A series of numbers and letters that is used to reference the job

d. A series of numbers and letters that is used to reference the job

Job Analysis is: a. The process of adding the sum value of salaries throughout the organization b. The process of understanding how many jobs are in an organization c. The process of developing an organizational chart for an organization d. The process of systematically analyzing the work done in organizations

d. The process of systematically analyzing the work done in organizations

Organizations provide value for employees through ____________________. jobs company perks employee development reward systems

reward systems

Reward Systems are mechanisms for exchanging value among how many parties? two one four three

two