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