Chapter 5

know-how

The sum total of all the facts, information, and skill needed to do the job completely, irrespective of the way in which they are acquired

Point drawbacks

It can become bureaucratic and bound by regulations

T/F: Union representatives who actively participate in the design of internal structure believe that collective bargaining yields more equitable results

False

Identify the criteria that have been suggested for scaling compensable factors in the point method of job evaluation

Anchor degree definitions with benchmark-job titles and/or work behaviors Ensure that the number of degrees is necessary to distinguish among jobs Use understandable terminology Make it apparent how the degree applies to the job

The last step in the point method of job evaluation is the

Application of the plan to non benchmark jobs

How does job evaluation support work flow?

By integrating each jobs pay with its relative contributions to the organization By setting pay for new, unique or changing jobs

In the __________ method of job evaluation, a series of well-described classes covers the range of jobs in an organization, and a job description is compared to the class description to decide which class is the best fit for that job.

Classification

Identify a true statement about involvement in the design of an organizations internal structure

Committees, task forces, or teams that include representatives from key operating gun toons are often involved

While designing a point plan, arrange the steps that are conducted after job analysis in the order in which they occur

Determination of compensable factors Scaling of compensable factors Weighing of compensable factors according to their importance Selection of criterion pay structure Communication of the plan and training users Applying the plan to non benchmark jobs and developing online software support

Identify a drawback of the ranking method of job evaluation

Evaluations become subjective opinions that are impossible to justify in strategic and work-related terms

Alternation Ranking

Evaluators reach a consensus on which jobs are the most and least valuable, followed by the next most and least valued, and so on, until all the jobs have been arranged in order

Paired comparison

Evaluators use a matrix to compare every possible coupling of jobs

The final result of the job analysis - job description - job evaluation process is _________.

Hierarchy of work

Which of the following would be considered a measure of success of the training provided to users to help them apply a point plan?

High (inter)rater reliability

In the point method of job evaluation, different factor weights indicate differences in _________

Importance attached to each factor by the employer

Ranking drawback

It becomes cumbersome as the number of jobs increases

Why is it important to maintain some documentation to support the choice of compensable factors while developing a point plan?

It helps to gain acceptance by employees and managers It's easier to understand It can withstand a variety of challenges to the pay structure

Internal alignment based on value

It organizes jobs based on the relative contribution of the skills, duties, and responsibilities of each job to the organization goals

Internal alignment based on content

It organizes jobs based on the required skills and the associated duties and responsibilities

Identify the characteristics of a benchmark job

It's content is well known and relatively stable over time It employs a reasonable proportion of the workforce (Not unique all employers use)

The first step in designing a point plan is __________.

Job analysis

Arrange the steps involved in the determination of an internally aligned job structure in the order in which they occur

Job analysis Job description Job evaluation

_________ ________ is the process of systematically determining the relative worth of jobs to create a job structure for the organization

Job evaluation

Some researchers believe that job evaluation can be judged according to technical standards if it can be sufficiently __________

Numerical

Identify the types of jobs for which early point plans, such as the national metal trades association (NMTA) plan and national electrical manufacturers association (NEMA) plan, were developed.

Office jobs Manufacturing jobs

Which method of job evaluation have compensable factors whose degrees are numerically scaled and whose relative importance is weighed in the determination of job structure?

Point method

The statistical approach used to determine the weight for each factor and the factor scales that will reproduce, as closely as possible, the chosen criterion pay structure is often labeled _________ _________ to differentiate it from the committee a priori judgement approach

Policy capturing

The compensable factors used to determine an organization's internal pay structure should be acceptable to _________.

The stakeholders

Identify the aspects of job content whose value depend on their relationship to market wages

Skills required Customer contact

The compensable factors used in the designing of a point plan are based on

The strategic direction of business and the contribution of the work to the strategy

Problem solving

The measure of inherent characteristics and complexity of the issues and challenges faces by the job

Accountability

The measured effect that the job is designed to have on the organizations success

Which of the following characteristics must be compensable factors possess if they are to be useful?

They should be based on the strategy and values of an organization They should be acceptable to the stakeholders affected by the resulting pay structure They should be based on the work preformed

Identify a true statement about the appeals or review procedures for handling cases of incorrect job evaluation or employee grievances about internal structure

They usually require approval by higher levels in f management on completion They may be similar to formal grievance procedures

T/F: Flexible and balanced guidelines are necessary to ensure efficient job evaluation

True

Identify the generic groups in which the compensable factors used in existing, standardized point plans usually fall

Working conditions Effort required Responsibility Skilled required

Identify a true statement about the application of a point plan to non benchmark jobs

It can be done by people who were not necessarily involved in the design process

Classification drawbacks

It can leave excessive room for manipulation

Even organizations that rely primarily on market pricing probably also use job evaluation because __________.

Matching all jobs to market survey jobs directly is usually impossible

What is the challenge called small numbers that is faced while deciding the number of compensable factors to be used while designing a point plan?

The tendency to use a factor preset in even a single job in the benchmark sample for the entire work domain

In the point method of job evaluation, which of the following steps immediately follows the determination of compensable factors?

Construction of scales reflecting the different degrees within each factor