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WorldatWork C2 certification is recognized globally and demonstrates an individual's ability to understand and perform job analysis and evaluation processes in various industries. The program covers all aspects of the job analysis process, including planning and preparing, conducting research, documenting and presenting findings, and evaluating jobs. The program also teaches best practices in developing job descriptions, competency models, and performance standards. The WorldatWork C2 certification provides an opportunity for individuals to differentiate themselves from their peers and demonstrate their expertise in job analysis and evaluation.
NEW QUESTION # 16
What are the two quantitative job evaluation methods?
- A. Ranking and classification
- B. Job component and point factor
- C. Market-based and job content
Answer: B
NEW QUESTION # 17
What are the two nonquantitative job evaluation methods?
- A. Job component and point factor
- B. Ranking and classification
- C. Market-based and job content
Answer: B
NEW QUESTION # 18
What are the principal types of job documentation?
- A. Employee handbooks and job posting data files
- B. Market-based andjob content-based
- C. Job analysis questionnaires, job family matrices and job descriptions
Answer: C
NEW QUESTION # 19
Corporate mission or vision is the first step to building the job worth hierarchy.
- A. False
- B. True
Answer: A
NEW QUESTION # 20
Job documenation is best described as something that _________?
- A. All of these
- B. Provides key information abut the nature of and level of work performed.
- C. Illustrates where each job fits, relative to other jobs.
- D. Creates a job worth hierarchy using market data or job content
- E. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
E None of these
Answer: E
NEW QUESTION # 21
What are THREE reasons to perform job analysis?
- A. Describe the project to any third-party representatives
- B. To document work methods and processes for training purposes
- C. To provide a basis for performance appraisal based on job-related standards
- D. To discuss the various approaches; discuss joint participation if appropriate
- E. To develop a job worthhierarchy
Answer: B,C,E
NEW QUESTION # 22
What would typically be included under "nature of work" on a job description?
- A. Knowledge, skills and abilities
- B. Working conditions
- C. Effort and behaviors
- D. Duties and responsibilities
Answer: D
NEW QUESTION # 23
What is one of the advantages of the point factor job evaluation method?
- A. It can be implemented quickly and easily.
- B. It is inexpensive to develop and/or purchase
- C. it is responsiveto pay equity laws.
- D. It creates a flexible job worth hierarchy
Answer: C
NEW QUESTION # 24
What is one of the steps in the point factor job evaluation method?
- A. Define thebudge that will be needed
- B. Define the degree levels within each compensable factor
- C. Define as many levels as possible within each factor to ensure an adequate degree of distinction.
- D. Determine the dependent and independent variables in theregression analysis for each degree level
Answer: B
NEW QUESTION # 25
Job worthhierarchy is best described as something that _________?
- A. None of these
- B. All of these
- C. A framework for pay decisions.
- D. Provides key information abut the nature of and level of work performed.
- E. Creates a job worth hierarchy using market data or job content
- F. Illustrates where each job fits, relative to other jobs
Answer: F
NEW QUESTION # 26
What best describes a useful guideline for the development of job descriptions?
- A. They should be developed on an as-needed basis.
- B. They should be designed to achieve certain desired outcomesbased on the developers' impressions of the job.
- C. They should be kept up to date.
- D. They should be implemented prior to any planned reorganizations.
Answer: C
NEW QUESTION # 27
The design process for a Total Rewards Program begins with:
- A. The corporate strategy
- B. The corporate mission or vision
- C. Analyzing the program
- D. Program design
Answer: B
NEW QUESTION # 28
Job evaluation is best described as something that _________?
- A. None of these
- B. All of these
- C. Provides key information abut the nature of and level of work performed.
- D. Illustrates whereeach job fits, relative to other jobs.
- E. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
- F. Creates a job worth hierarchy using market data or job content
Answer: F
NEW QUESTION # 29
What are the steps for desiging a Base Pay Structure?
- A. Analyze the job, Document the job, Job worth heirarchy, Base pay structure
- B. None of these
- C. Analyze the job, Evaluate the job, Job worth heirarchy, Base pay structure
- D. Analyze the job, Document the job, Evaluate the job, Job worth heirarchy, Base pay structure
- E. Job Analysis, Job documentation, Job Evaluation, Job worth heirarchy, Base pay structure
Answer: E
NEW QUESTION # 30
When is the base pay structure created?
- A. As soon as job documentation has been completed
- B. After the job worth hierarchy is built
- C. Prior to completion of the job analysis
Answer: B
NEW QUESTION # 31
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The C2 Certification Exam covers a wide range of topics related to job analysis, including job documentation, job evaluation, and job pricing. It also covers the legal and regulatory aspects of job analysis, as well as the different methods and techniques used in conducting job analysis. C2 exam is designed to test the candidate's knowledge and understanding of these topics, as well as their ability to apply that knowledge in real-world situations.
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