Compensation & Benefits: Exam 2

Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner? A. Include legal advisors while developing a plan. B. Ensure that the job descriptions are bias-free. C. Exclude incumbent names from the job evaluation process. D. Train diverse evaluators.

A. Include legal advisors while developing a plan.

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. benchmark factor classes.

Skill blocks are to job evaluation as _____ is to factor degrees and weights. A. certification process B. competency sets C. skill analysis D. core competencies

A. certification process

The process of identifying competencies resembles identifying _____ as part of job evaluation. A. compensable factors B. job description C. employee requirement D. workflow outlay

A. compensable factors

A pay policy most likely to reduce pay dissatisfaction is _____. A. lead B. employer of choice C. hybrid D. match

A. lead

The beginning of job evaluation is most closely associated with A. negotiation B. measurement C. legal mandate D. external market link

A. negotiation

All of the following except the _____ shape external competitiveness. A. skill level of employees B. nature of demand C. industry strategy D. level of product demand

A. skill level of employees

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

B. a classification

1. 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.

B. select single or multiple plans.

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.

B. 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).

B. that it provides a framework for exchange of views.

Output associated with hiring an additional person, holding constant other production factors, is referred to as: A. productivity. B. the marginal product of labor. C. incremental productivity. D. the marginal revenue product of labor.

B. the marginal product of labor.

_________ are the observable behaviors that indicate the level of a competency. A. Competency sets B. Core competencies C. Competency indicators D. Behavior scale points

C. Competency indicators

_____ theory is typically associated with greater profits. A. Signaling B. Compensating wage differentials C. Efficiency wage D. Human capital

C. Efficiency wage

_____ 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

C. Job evaluation

The mix or forms of pay compared to competitors is a part of _____________ A. internal alignment B. contributions C. competitiveness D. management

C. competitiveness

Compensable factors, skill blocks, and competency sets are all for the purpose of: A. assessing relative value. B. collecting work content information. C. determining what to value. D. each of the three has a different purpose.

C. determining what to value.

The _____ method of job evaluation uses compensable factors. A. classification B. position analysis questionnaire C. point D. ranking

C. point

A small organization is most likely to use _____ for job evaluation. A. classification B. the point method C. ranking method D. the Hay plan

C. ranking method

In _____ theory, pay is described as noncompensatory. A. efficiency wage B. signaling C. reservation wage D. marginal productivity

C. reservation wage

Which of the following is an example of a quoted-price? A. A product on e-Bay B. A product on Priceline C. A used car D. A product on Amazon

D. A product on Amazon

_____ translate each core competency into action. A. Competency indicators B. Multi-functional skills C. Skill-based structures D. Competency sets

D. Competency sets

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

D. Job description > Job evaluation > Job structure

_____ refers to the average of the array of rates paid by an employer. A. Cost to the company B. Remuneration C. Compensation D. Pay level

D. Pay level

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.

D. establish purpose of evaluation.

The certification process in skill-based pay is analogous to _____ in a job-based analysis. A. job analysis B. compensable factors C. regression analysis D. factor degrees and weights

D. factor degrees and weights

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.

D. level of detail to make pay decisions.

The most common pay policy is _____. A. lead B. lag C. hybrid D. match

D. match

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

D. point

Information such as quality course, shop floor control, tool setup and plant first aid are examples information that might be used to develop a _____ pay structure. A. job-based B. classification C. competencies D. skill-based

D. skill-based