Exam Two TR

job-based

A __________________ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.

organization specific

Leadership, customer orientation, and functional expertise are examples of which group of competencies?

True

One of the criteria for scaling compensable factors is to ensure that the numbers of degrees used is necessary to distinguish among jobs.

True

Paired-comparison and alternate-ranking methods may be more reliable than simple ranking.

Ten or one?

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

...transactional work.

Routine work is also termed...

True

Segmenting sources of labor is a means of reducing labor costs.

True

Skill-based plans are generally well-accepted by employees because it is easy to see the connection between the plan, the work, and the size of the paycheck.

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

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

The Position Analysis Questionnaire

Which of the following is defined as a structured job analysis technique that classifies job information into seven basic factors: information input, mental processes, work output, relationships with other persons, job context, other job characteristics and general dimensions?

Pay level is directly proportional to labor costs.

Which of the following statements is true of pay level?

Competency indicators

_________________ are the observable behaviors that indicate the level of competency within each competency set.

Shared Choice

_________________________ is an external competitiveness policy that offers employees substantial options among their pay forms.

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

it is developed using benchmark jobs and then applied ot nonbemchmark jobs.

False

All job incumbents can easily complete the Position Analysis Questionnaire as the reading level required for it is relatively low.

True

An increasingly common method of conducting job analysis is quantitative job analysis, which is usually conducted on a website.

True

Both pay-level and pay-mix decisions focus on two objectives: (1) control costs and increase revenues and (2) attract and retain employees.

...by acquiring new knowledge.

Employees in a multiskill system earn pay increases...

False

Employers in a highly competitive market are more able to raise prices without loss of revenues.

True

Fundamental skills include familiarity with company forms and procedures, basic product knowledge, safety, basic computer usage, and so on.

a task

In the context of job analysis, which of the following is the smallest unit of analysis?

interval scaling paired comparison compensable factors- not this one factor weights

In the context of job evaluation methods, which of the following is a common way of ranking?

compensable factors

In the context of the point method of job evaluation, ____________________ are job attributes that provide the basis for evaluating the relative growth of jobs inside an organization.

increases their understanding of the process.

The advantage of using conventional questionnaires in job analysis is that the involvement of employees...

...external market value.

The exchange value of a job is its...

True

The final result of the job analysis--job description--job evaluation process is a hierarchy of work.

...manufacturing industries.

The majority of applications of skill-based pay have been in...

False

The most influential theory explaining pay-level differences is marginal revenue productivity.

not Personal integrity

The organization specific group for classifying competencies generally includes...

...work/life balance policy.

The pay-mix policy alternative in which the percentage of benefits is likely to be the highest is known as a...

False

The policy-capturing approach and the committee a priori approach for developing pay structures yield the same pay structure.

True

The three factors usually used to determine the relevant labor markets are the occupation, geography, and competitors.