Chapter 5
Paired-comparison and alternate-ranking methods may be more reliable than simple ranking
T
Point plans represent a significant change from ranking and classification methods in that they make explicit the criteria for evaluating jobs: compensable factors.
T
Research shows that the weights assigned to compensable factors can affect the resulting pay structure
T
final result of the job analysis-job description-job evaluation process is a hierarchy of work
T
Which of the following is a disadvantage of the point method? A. It can leave too much room for manipulation. B. It can become bureaucratic and rule-bound. C. It does not allow for comparisons. D. It does not communicate what is valued.
B
Focusing on the end product of the internal alignment process, the pay structure, is more important for acceptance of the results than focusing on the approach chosen
F
The primary reason for documenting the views of employees and supervisors on compensable factors is to meet requirements of the Equal Pay Act.
F
In the context of internal alignment, which of the following is the correct sequence? A. Job description > Pay structure > Job evaluation B. Job evaluation > Job description > Job structure C. Pay structure > Job description > Job evaluation > Job analysis D. Job description > Job evaluation > Job structure
D
The _____ method of job evaluation is the most commonly used method in the United States and Europe. A. ranking B. factor comparison C. classification D. point
D
The exchange value of a job is its _____. A. content value B. performance value C. internal market value D. external market value
D
The job evaluation method that most resembles a bookcase with many shelves is: A. ranking. B. the Hay plan. C. the point method. D. classification.
D
A job structure based upon job value orders jobs on the basis of the relative contribution of the skills, duties, and responsibilities of each job to the organization's goals.
T
One of the criteria for scaling compensable factors is to ensure that the number of degrees used is necessary to distinguish among jobs
T
Which of the following is NOT true of the 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.
D
A major decision in job evaluation is to: A. choose which stakeholders to eliminate in the process. B. figure out how to eliminate the use of multiple plans. C. choose among alternative approaches. D. figure out how to eliminate the use single plans.
C
In the point method, the second step in designing a plan is to: A. conduct job analysis. B. scale the factors. C. determine the compensable factors. D. prepare a job evaluation manual.
C
KayDen Corp., a small organization with 15 employees, conducts job evaluation using the least expensive method for the first time. In this case, KayDen is most likely to have used the _____. A. classification method B. point method C. ranking method D. Hay plan
C
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 is relatively stable over time.
C
_____ 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 restructuring C. Job evaluation D. Point factor evaluation
C
Which of the following is a major decision in job evaluation? A. Choosing the stakeholders to eliminate in the process B. Choosing the method of eliminating multiple plans C. Establishing standards that solely use a single plan D. Establishing the purpose of evaluation
D
A representative sample of benchmark jobs will include the entire domain of work being evaluated and capture the diversity of the work within that domain.
F
An advantage of the ranking method is that the basis for comparison is called out.
F
Factors are scaled after factor weights have been assigned
F
The NEMA plan explicitly states that the compensable factor experience should be correlated with tenure.
F
The most common way of allocating weights to factors is regression modeling
F
The number of job evaluation plans required depends only upon the number of employees in the organization.
F
The policy capturing approach and the committee a priori approach for developing pay structures yield the same pay structure
F
Which of the following is the underlying assumption in the assessment of job content? A. Content has intrinsic value outside external market. B. Content has no artistic value. C. Stakeholders are the best judge for assessing the quality of content. D. Content can be determined with or without external market.
A
Which of the following methods requires evaluators to agree on which jobs are the most and least valuable, then the next most and least valued, and so on until all the jobs have been ordered? A. Alternation-ranking method B. Classification method C. Point method D. Paired-comparison method
A
Which of the following statements is true of a job evaluation plan? A. It is developed using benchmark jobs and then applied to nonbenchmark jobs. B. It excludes the pay decisions made by a company. C. It provides the impetus to increase job levels and titles. D. It is always carried out separately for major domains of work.
A
Research shows that _____ factor(s) account(s) for 98 to 99 percent of the variance in job evaluation plans. A. one B. two C. three D. four
C
The _____ method of job evaluation uses compensable factors. A. classification B. Position Analysis Questionnaire C. point D. ranking
C
TreeWind Inc. is a bookstore that uses skill and responsibility as its compensable factors. It assigns 20 percent weight to responsibility and 80 percent weight to skill. If the responsibility factor scores a 60 after multiplying the subfactors with their corresponding weights, and if the skill factor has two subfactors that are rated as 4 and 5, what is the total weightage given to the job? A. 40 B. 120 C. 420 D. 990
C
Each compensable factor degree should be equidistant from the adjacent degrees
F
One way of evaluating a managerial job's multinational responsibilities would be to rate the percent of time spent on multinational issues
T
Since business strategies may change often, compensable factors should rarely be added or deleted.
F
All of the following are advantages of the ranking method of job evaluation EXCEPT that: 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.
A
According to a WorldatWork survey, the primary method of job evaluation is _____. A. ranking B. market pricing C. the point method D. the classification method
B
In the context of the point method of job evaluation, _____ 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
B
Most factor scales have _____ degrees. A. 6-9 B. 4-8 C. 3-7 D. 2-4
B
_____ are more likely to conduct job evaluations of senior management jobs. A. Compensation analysts B. Compensation managers C. Peers D. Junior incumbents
B
A job description is compared to class descriptions in the _____ of job evaluation. A. Position Analysis Questionnaire method B. point method C. Hay Group Guide Chart—Profile MethodSM D. classification method
D
A criterion pay structure is a pay structure that can be duplicated with a point evaluation plan
T
Compensable factors are aspects of work that add value to the organization
T
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.
A
MXB Inc. is a carwash service provider. It orders the jobs in the company on the basis of the least important job to the most important job. In this case, MXB is most likely using a(n): A. alternation-ranking method. B. paired-comparison method. C. classification method. D. point method.
A
Research shows that skills, one of the compensable factors, accounts for _____ percent or more of the variance in job evaluation results. A. 90 B. 70 C. 55 D. 42
A
The final step in designing a point plan involves _____. A. developing online software support B. selecting compensable factors C. communicating the plan and training users D. scaling the factors
A
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.
A
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.
A