Comp. Ch. 5
Which of the following is not a characteristic of a benchmark job? A. It is not unique to a particular employer. B. A reasonable proportion of the work force is employed in this job. C. The pay level is the best in the industry. D. The content of the job relatively stable over time.
The pay level is the best in the industry.
A job description is compared to class descriptions. This describes the _____ method of job evaluation. A. position analysis questionnaire B. point C. Hay Guide Chart-Profile D. classification
classification
The job evaluation method that most resembles a bookcase is: A. ranking. B. the Hay plan. C. point method. D. classification.
classification
The example, "scaling of a compensable factor," is most likely related to: A. level of authority. B. responsibility. C. decision making. D. power.
decision making.
In the point method, the second step in designing the plan is to: A. conduct job analysis. B. scale the factors. C. determine compensable factors. D. prepare job evaluation manual.
determine compensable factors
The final step in designing a point plan is ______ A. develop online software B. select compensable factors C. communicate the plan and train users D. apply to nonbenchmark jobs
develop online software
The first major decision in job evaluation is to: A. obtain involvement of relevant stakeholders. B. select single or multiple plans. C. choose among alternative approaches. D. establish purpose of evaluation.
establish purpose of evaluation.
Exchange value of a job is its _____ A. job content value. B. relative job value. C. internal market value. D. external market value
external market value.
Views of job evaluation include all except __________ A. negotiation B. measurement C. legal mandate D. external market link
legal mandate
The number of job evaluation plans an organization uses depends upon the: A. number of employees. B. number of departments or verticals. C. depth of work. D. level of detail to make pay decisions.
level of detail to make pay decisions.
According to a WorldatWork survey, the primary method of job evaluation is _________ A. ranking B. market pricing C. point method D. classification
market pricing
The beginning of job evaluation is most closely associated with A. negotiation B. measurement C. legal mandate D. external market link
negotiation
The ______ method of job evaluation is the most commonly used method in the U.S. and Europe. A. ranking B. factor comparison C. classification D. point
point
When a statistical process is used to duplicate an existing pay structure, it is called: A. policy capturing. B. committee a priori judgment approach. C. factor analysis. D. regression analysis.
policy capturing.
A small organization is most likely to use _____ for job evaluation. A. classification B. the point method C. ranking method D. the Hay plan
ranking method
All of the following are advantages of the ranking method of job evaluation except: A. rankings are easy to defend and justify. B. the evaluation process is fast. C. the evaluation process is inexpensive. D. the evaluation process is not complex.
rankings are easy to defend and justify.
The point method is an example of: A. determination of a compensable factor. B. scaling of a compensable factor. C. weighting a compensable factor. D. a performance evaluation
scaling of a compensable factor.
The second major decision in job evaluation is to: A. obtain involvement of relevant stakeholders. B. select single or multiple plans. C. choose among alternative approaches. D. establish purpose of evaluation.
select single or multiple plans
The best single compensable factor for creating a job structure, is: A. problem solving. B. accountability. C. responsibility. D. skill.
skill
By answering the question, "How does this job add value?" job evaluation best: A. supports work flow. B. supports organization strategy. C. reduces disputes over pay differences. D. motivates behavior toward organizational objectives.
supports organization strategy
The primary usefulness of job evaluation is: A. that it acts as a measurement tool for job performance. B. that it provides a framework for exchange of views. C. that it acts as a the basis of any bargaining agreement. D. that it provides the basis to assess competitive strength(s).
that it provides a framework for exchange of views.
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 A. ranking method B. classification method C. the Hay plan D. the point method
the point method
Which of the following is not true of usage of multiple plans versus single job evaluation plans? A. Employers rarely evaluate all jobs in the organization at one time. B. Many employers design different evaluation plans for different types of work. C. Typically, a related group of jobs is used for evaluation. D. A single universal plan is acceptable to employees if the work covered is highly diverse.
A single universal plan is acceptable to employees if the work covered is highly diverse.
Which of the following would not be used as a criterion pay structure? A. Market rates for current jobs. B. Union-negotiated rates. C. Rates for job held predominately by males. D. Federal government rates based on the minimum wages.
Federal government rates based on the minimum wages.
Which of the following is not a factor indicating a pay structure is aligned? A. Fits the external labor market B. Supports organization strategy C. Is fair to employees D. Motivates behavior toward organization objectives
Fits the external labor market
The most widely used point method job evaluation is the: A. Hay plan. B. Equal Pay Act generic plan. C. factor comparison plan. D. position analysis questionnaire plan.
Hay plan.
Which of the following is the correct sequence? A. Job description > Job evaluation > Pay structure B. Job evaluation > Job description > Job structure C. Job analysis > Job description > Job evaluation > Pay structure D. Job description > Job evaluation > Job structure
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. A. Performance evaluation B. Job analysis C. Job evaluation D. Point factor evaluation
Job evaluation
Which of the following is not a generic compensable factor used to determine equal work in the Equal Pay Act? A. Skill B. Working conditions C. Knowledge D. Effort
Knowledge
Which of the following compensable factors generic factors of the Equal Pay Act and National Electrical Manufacturers Association (NEMA) is most similar to the Hay plan Factor Know How? A. Skill B. Effort C. Responsibility D. Working conditions
Skill
Most factor scales have between _____ degrees. A. 6-9 B. 4-8 C. 3-7 D. 2-4
4-8
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? A. Nothing, since the factor has no effect on strategy. B. Change the factor name to "depth of responsibility" and measure it the same. C. Remove the factor. D. Reduce the weight of the factor.
Change the factor name to "depth of responsibility" and measure it the same.
_____ are those characteristics in the work that an organization values; that help it pursue its strategy and achieve its objectives. A. Competitive skills B. Compensable factors C. Core competencies D. Benchmark factors
Compensable factors
Research shows that __ factor(s) account(s) for 98-99% of the variance in job evaluation plans. A. one B. two C. three D. four
three
The _____ method of job evaluation uses compensable factors. A. classification B. position analysis questionnaire C. point D. ranking
point
A compensable factor of working conditions has a weight of 15%. If working conditions has a degree rating of 3, how many points does it receive? A. 3 B. 15 C. 30 D. 45
45
There are 5 jobs in job family A, 7 jobs in job family B, and 6 jobs in job family C. Knowledge is a compensable factor for all job families. How many degrees for knowledge is the minimum for job family B? A. 5 B. 12 C. 6 D. 7
6
A compensable factor of effort has a weight 30% and has two sub-factors, physical and mental. Mental has a degree rating of 4. How many points does the mental effort receive? A. 120 B. 60 C. 40 D. 45
60
A compensable factor of effort has a weight of 30% with equal weight for physical and mental subfactors. If physical has a degree rating of 4, how many points does it receive? A. 4 B. 15 C. 30 D. 60
60
Research shows that the compensable factor skill accounts for _____ percent of the variance in job evaluation results. A. 90 B. 70 C. 55 D. 42
90
_________ typically conduct job evaluation of senior management jobs. A. Compensation analyst B. Compensation manager C. External consultant D. Senior management
Compensation manager
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? A. Measurement. B. External market link. C. Negotiation. D. Assessment of job content.
External market link.
Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization? A. Worker performance B. External market C. Skills required D. Organizational culture
Worker performance
The U. S. federal government's pay structure is based upon _____ job evaluation system. A. a ranking B. a classification C. the point D. the Hay plan
a classification
All of the following is true regarding "compensationitis" except it is __________ A. contagious. B. a social disease. C. involves asking strangers about how they are paid D. a way of understanding how different organization values work
a social disease
The breadth of work is likely to be narrowest in: A. an executive search firm. B. a hospital. C. a small manufacturing company. D. a university.
an executive search firm
All the following are true of compensable factors except: A. reinforce an organization's culture. B. support the business direction. C. represent the nature of work. D. are common within an industry type.
are common within an industry type
Common characteristics of the point method include all of the following except: A. benchmark factor classes. B. numerically scaled factor degrees. C. factor weights. D. compensable factors.
benchmark factor classes.