Deck 6: Building Internally Consistent Compensation Systems

Question 1

One of the essential skills that software development engineers must have is the proficiency in at least one of the modern computer programming languages such as Java or C++.This must be indicated in which part of the job analysis description?

A) working conditions
B) job evaluation
C) worker requirement
D) job content

Answer 1

C

Question 2

What source is generally able to provide the most extensive and detailed information about how job duties are performed?

A) job analysts
B) supervisors
C) job incumbents
D) benchmark jobs

Answer 2

C

Question 3

Which unit in the job analysis process is the smallest?

A) task
B) element
C) job
D) family

Answer 3

B

Question 4

Universal compensable factors are derived from which federal Act?

A) Fair Labor Standards Act
B) Civil Rights Act of 1963
C) Equal Pay Act
D) Americans with Disabilities Act

Question 5

Abilities,interests and work styles are elements for which O*NET category?

A) occupation
B) experience
C) worker characteristics
D) worker requirements

Question 6

These two are job evaluation techniques.

A) market-based & appeals-based
B) compensable content & job-based
C) market-based & job content
D) compensable content & job content

Question 7

This describes job duties,tasks,and relevant factors needed to perform a job adequately.

A) job content
B) job structure
C) job summary
D) job context

Question 8

This clearly defines the relative value of each job among all jobs within a company.

A) internally consistent compensation system
B) generalized work activities
C) intra-organizational job markers
D) market comparison standards

Question 9

This unit of analysis is a group of jobs,found at more than one business,in which a common set of tasks are performed.

A) job family
B) occupation
C) position
D) job group

Question 10

Valid and reliable job evaluations result from which two conditions?

A) The results are consistent; using multiple collection methods.
B) The results are consistent; data was taken under similar conditions.
C) data from multiple sources; using multiple collection methods
D) data from multiple sources; data was taken under similar conditions

Question 11

These are the salient job characteristics that are the general basis for job evaluations and are used to establish relative pay rates.

A) job descriptions
B) compensable factors
C) occupation descriptions
D) ranking plans

Question 12

This is a systematic process for gathering,documenting,and analyzing information in order to describe jobs.

A) job characterization
B) job description
C) job evaluation
D) job analysis

Question 13

Generalized work activities,organizational context,and work context are requirements under which O*NET category?

A) experience
B) occupation
C) requirements
D) labor market characteristics

Question 14

In the job analysis process this term represents a group of positions that are identical with respect to their major tasks.

A) job
B) element
C) job family
D) occupation

Question 15

What was the main effect created by the revisions to the ADA regulations passed in 2008?

A) Costs will be contained much more than in the past.
B) There are more hurdles for individuals seeking protection under the ADA to pass through in order to weed out false claims.
C) It is now easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.
D) Companies may no longer perform job analyses to see if they comply with the Americans with Disabilities Act.

Question 16

These indicate the name of each job within a company's job structure.

A) job specifications
B) job summaries
C) position headings
D) job titles

Question 17

Which of the following are the four "universal compensable factors"?

A) cognitive ability, effort, responsibility, working conditions
B) cognitive ability, effort, skill, responsibility
C) skill, effort, responsibility, working conditions
D) skill, effort, cognitive ability, working conditions

Question 18

This is the systematic process for recognizing differences in the relative worth among a set of jobs and for establishing pay differentials accordingly.

A) job analysis
B) job content
C) job evaluation
D) job-relatedness

Question 19

This overview concisely summarizes the job with two to four descriptive statements.

A) job summary
B) job duties
C) job titles
D) job preview

Question 20

A job analysis method is this if it yields the kind of information that it was designed to provide and accurately assesses each job's duties.

A) reliable
B) complete
C) valid
D) market-based

Question 21

A reliable ________ yields consistent results under similar conditions when multiple analysts reach the same conclusion about the major duties that comprise a position.

Question 22

George owns a small manufacturing plant that produces customized printed circuit boards.There are about 15 jobs to rate.What type of job-content evaluation approach do you suggest to George?

A) alternation ranking
B) simple ranking plans
C) paired comparison
D) classification plans

Question 23

________ refers to a body of information applied directly to the performance of a function.

Question 24

Which job evaluation method entails ordering jobs on the basis of extremes?

A) paired comparison
B) alternation ranking
C) classification
D) factor comparison

Question 25

In an auto manufacturing company installing a windshield on the assembly line represents a ________.

Question 26

What type of jobs provide reference points to judge against other jobs within a company?

A) standardized jobs
B) high-value jobs
C) benchmark jobs
D) hierarchical jobs

Question 27

Sarah works at a federal government agency.Her pay rate is determined by her GS level and work seniority.What type of job-content evaluation approach was used to categorize her job?

A) alternation ranking
B) simple ranking plans
C) paired comparison
D) classification plans

Question 28

________ describe preferences for work environments and outcomes.

Question 29

Developing internally consistent job structures affects the competitive strategy of a company.Which of the following is a potential constraint on competitive strategy?

A) Internally consistent structures potentially reduce a company's rigidity to respond to moves by the competition.
B) Internally consistent job structures potentially cause the definition of jobs to become less fluid.
C) Internally consistent job structures lead to less routinization.
D) Internally consistent job structures potentially create far more bureaucratization within an organization.

Question 30

Which of the following is NOT true for internally consistent compensation systems?

A) jobs that require higher qualifications, and more responsibilities should be paid more than jobs that require lower qualifications and fewer responsibilities
B) internally consistent compensation systems are created through job analysis and job evaluation
C) internally consistent compensation systems may increase a company's flexibility to respond to changes in competitor's pay practices
D) internally consistent compensation structures is the resultant bureaucracy

Question 31

The federal GS classification system is divided into how many classifications?

A) 15
B) 10
C) 6
D) 21

Question 32

The ________ ranking method orders jobs by extremes,as committee members determine most and least valuable jobs until all jobs have been evaluated.

Question 33

________ are the social context or physical environment where work will be performed.

Question 34

A ________ is a collection of tasks constituting the total work assignment of a single worker.

Question 35

What type of organizations use classification plans most prevalently?

A) private sector organizations
B) non-profit organizations
C) multi-national organizations
D) public sector organizations

Question 36

Market-based job evaluation uses which method to collect data to determine prevailing pay rates?

A) observations
B) interviews
C) questionnaires
D) surveys

Question 37

________ skills information describes developed capacities that facilitate learning or the more rapid acquisition of knowledge.

Question 38

________ information describes physical and social factors that influence the nature of work.

Question 39

According to the EEOC,________ refers to a present competence to perform an observable behavior.

Question 40

A human resource manager of a company decides to change the current job-content valuation technique by using a quantitative methodology.He thinks that the old approach fails to balance internal and external considerations while evaluating jobs.What type of job evaluation technique do you suggest for this HR manager?

A) job-content evaluation
B) market-based evaluation
C) point method
D) simple ranking plan

Question 41

After completing the job analysis,your boss has asked you to conduct a job evaluation of the various positions in the company.Detail the steps you would take in accomplishing this task.

Question 42

Compare and contrast job analysis and job evaluation.

Question 43

Why must a job analysis be reliable and valid? What can a compensation professional do to ensure that a job analysis is reliable and valid?