MGMT 3351 | Chapter 6 Quiz
What is the reason many companies use a market-based evaluation plan when conducting job evaluation?
Market-based evaluation plans determine appropriate pay rates relative to the market.
Which is true of using alternative job-content evaluation approaches by compensation specialists?
Ranking plans use neither job analyses nor job descriptions, which makes them harder to defend legally.
The point method is a job-content valuation technique. What is the first step when using this technique?
Selecting benchmark jobs
What is the sixth and final step in the job evaluation process?
Setting up the appeals process.
What is the biggest drawback for a company that follows a tightly defined job description based on an internally consistent pay system?
The company ends up being less flexible in responding to its competitor's pay practices.
What is the best approach to producing valid job descriptions?
The results obtained from multiple data sources and multiple methods should converge.
Which of the following is a list of educational qualifications, KSAs, and other qualifications an individual must possess to perform a job adequately? - Job summary - Job content - Job duties - Worker specifications - Job analysis
Worker specifications.
When setting up an appeals process for employees to challenge the job evaluation process, it is best to have ________ be present.
a group of compensation professionals, supervisors, and employees.
Questionnaires, interviews, observations, and participation are methods for ________.
collecting information for job analysis
What is the first step in the job evaluation process?
Determining single versus multiple job evaluation techniques.
________ refers to the job duties and tasks as well as such pertinent factors as the skill and effort needed to perform a job adequately.
Job content
What do compensation professionals use to establish pay differentials among employees within a company?
Job evaluation
Which of the following would be the best source of information for providing information on the interrelationship among jobs when conducting a job analysis? - Compensation specialists - Supervisors - Job incumbents - New hires - Ex-employees
Supervisors.
Which of the following best explains the concept of an internally consistent compensation system? - Every employee within an organization should be paid equally, regardless of duties and responsibilities. - Compensation systems do not change over time. When an employee is hired by an organization, the employee is guaranteed that the compensation system in place upon hiring will remain in place until separation. - The value of each job is determined by a cross-functional team, which then assigns compensation based on a formula incorporating both longevity and employee skill sets necessary to complete tasks. - The compensation system for internal full-time employees remains consistent over time, whereas the compensation paid to contractors and outside agents is subject to change depending on market fluctuations. - The relative value and corresponding compensation associated with each job is determined by compensation professionals in an organization.
The relative value and corresponding compensation associated with each job is determined by compensation professionals in an organization.
A job evaluation committee frequently uses the point method as a job valuation technique. When using the point method, an evaluation committee examines the importance of a factor to the overall value of the job, which means the committee is ________.
determining the weight of each factor.
The Standard Occupational Classification System, trade associations, professional societies, and trade unions are _____.
external sources that job analysts can use to find pertinent job information to conduct job analysis.
Dysfunctional turnover is best defined as the departure of ________.
high-quality employees due to inadequate pay
A problem associated with ________ is that they often lead to bureaucracy that can lead to higher fixed costs and a less competitive position.
internally consistent compensation systems
Internally consistent compensation systems facilitate the use of lowest cost strategy for companies because ________.
job duties and responsibilities are clearly defined with a focus on efficiency
Noor, an HR specialist, has expertise in labor laws due to his master's degree in HR and years of experience in the field. According to the EEOC, Noor's HR expertise is considered ________.
knowledge
Martina is a sales manager in a major department store. Two independent job analysts have listed Martina's duties, which match the sales manager job description. This approach is known as the ________.
reliable job analysis method.
The job-content evaluation technique that follows an order of all jobs from the lowest to the highest on a single criterion is known as ________.
simple ranking plan
There is a basic principle that companies rely on for building an internally consistent compensation system. This principle states that ________.
the greater the responsibilities and complexities of a job the greater the pay
Mary has applied for an entry-level position in a marketing firm. She believes she meets the minimum qualifications for the job and that she has the knowledge, skills, and abilities to perform the job well. In other words, Mary believes she has the necessary ________.
worker requirements.
The social context within which waiters in a restaurant interact with guests, or tax accountants in a tax preparation office interact with clients, is known as the ________.
working conditions
