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