Reference no: EM133336493
Questions
1. The determination of a job being equal with another one _______.
depends on effort, skill, responsibility, and working conditions of both jobs
bears on a comparison of job titles, where job content is difficult to assess
depends on the knowledge, skills, and abilities needed to perform both jobs
is dependent upon a reliable and valid point method of job evaluation
2. A chief advantage to person-based structures is _______.
that they are not limited to one job and better support organizational goals and strategies
knowledge and skills are contained in single jobs and therefore easier to analyze
that they also contain job content and are more flexible in creating internal structures
that they are objectively developed and can be validated effectively and efficiently
3. Certifications based on skill and knowledge acquisition _______.
allow organizations to best pay employees for their jobs
motivate job performance because of the intrinsic nature of the work
show clear links between training (education) and pay increases
are usually paid by employees when such certifications are required
4. Which pair of stakeholders is best to assess the validity of job descriptions?
Job holder and Vice President
Customer and Vice President
Supervisor and Job holder
Job analyst and Customer
5. Which is true about point methods of job evaluation?
Only job content is used to assess worth or importance.
Different jobs are slotted into the same salary grade for consistency.
Point methods use job analysis and job descriptions.
Point methods contain the same number of factors and factor weights.
6. Equity theory, as related to internal pay structure, _______.
looks at a comparison of perceived outcomes and inputs
indicates that pay differences are based on objective criteria
suggests that pay fairness is comparable to legal compliance
validates expert judgement in assigning factor points
7. Greater amounts of knowledge, skills, and ability relate _______.
inversely with wages and salaries
positively with wages and salaries
neutrally with wages and salaries
Both A and B
8. Successful pay structures that optimize internal alignment (fairness) do so by _______.
ensuring structures are rigid for maximum reliability and validity
showing jobs worth most to an organization are positioned lowest in the structure
loosely linking each other for flexibility to adapt to changing conditions
ensuring all jobs in a pay structure are evaluated by points for objectivity
9. Which of the following is true about job evaluation methods?
The point method is objective and scientifically supported.
The ranking method is based on global criteria and judgment.
The paired-comparison method assures internal equity.
The classification method uses compensable factors.
10. Two job analysts independently observe Dan Smith perform his job as a retail manager. After their observations, both job analysts reach the same conclusion on the duties performed in the retail manager position. This is a definition of _______.
a successful job performance
a reliable job analysis
an effective and efficient job analysis
a valid job evaluation