Compensation Ch 4-5
___ are those characteristics in the work that an organization values; that helps pursue its strategy and achieve its objectives
compensable factors
three characteristics of point methods
compensable factors, factor degrees, weights
compensable factors, skill blocks and competency sets are all for the purpose of
determining what to value
Competencies are derived from the _____ beliefs about the organization and its strategic intent.
executive leaderships
Job-based and person-based job analysis methods use similar methods but have different purposes
false
The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential
false
acceptable of compensable factors by top management is most important since they are responsible for company profit
false
job evaluation is usually conducted before job analysis
false
job
group of tasks performed by one person that make up the total work assignment of that person
The most widely used point method job evaluation is the
hay plan
___ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure
job evaluation
which of the following is an ordering of jobs based on their content or relative value?
job structure
job tasks
performs job analyses, sets organization's pay structure, determines competitive wage rates and develop or modify compensation plans, selects and manage benefits vendors
job evaluation
process of systematically determining the relative worth of jobs to create a job structure for the organization
task
smallest unit of analysis, a specific statement of what a person does
job descrption
summary reports that identify, define and describe the job as it is actually performed tasks, duties and responsibilities that make up a job
person-based pay systems are best suited for all of the following except
transactional work
A job structure based upon job value orders jobs on the relative contribution of job content to the organization's goals
true
An advantage of paired comparison and alternative ranking is that they are more reliable than simple ranking
true
Compensable factors based upon the work itself provides the best rationale for pay differences
true
One approach is both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process
true
The main appeal of competencies is the direct link to the organization's strategy
true
The most important reason for conducting job analysis is work-related information is needed to determine pay and pay differences
true
"Does the analysis create an accurate perception of the work?" is a question answered by _____.
validity
job family
Grouping of related jobs with broadly similar content
job analysis is typically conducted vt
HR generalist and supervisors
Alternation ranking
Orders job descriptions alternately at each extreme
Ranking method
Orders job descriptions from highest to lowest based on a global definition of relative value or contribution to the organization's success
Point methods
The most commonly used job evaluation approach in the US and Europe
job specification
Comparison of jobs within an organization Knowledge, skills, and abilities necessary to perform the job
paired comparison
Uses a matrix to compare all possible pairs of jobs
Classification
a series of classes covers the range of jobs
which of the following is not true of usage of multiple plans versus single job evaluation plans
a single universal plan is acceptable to employees if the work covered is highly diverse
job analysis
a systematic method to discover and describe similarities and differences among jobs
job structure
an ordering of jobs based on their content or relative value