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NEW QUESTION 19
What is one of the steps in the classification method of job content evaluation?
- A. Identifying and clustering benchmark jobs that appear to be similar
- B. Listing all thejobs in order from highest to lowest value
- C. Matching jobs to other jobs in the market and developing grades based on market value
Answer: A
NEW QUESTION 20
Job analysis is best described as something that _________?
- A. Provides keyinformation about the nature of and level of work performed.
- B. Creates a job worth hierarchy using market data or job content
- C. Includes written information about job content or the functions of the job and required knowledge
- D. None of these
- E. Illustrates whereeach job fits, relative to other jobs.
Answer: A
NEW QUESTION 21
What is one of the advantages of the point factor job evaluation method?
- A. It creates a flexible job worth hierarchy
- B. It can be implemented quickly and easily.
- C. It is inexpensive to develop and/or purchase
- D. it is responsiveto pay equity laws.
Answer: D
NEW QUESTION 22
Which best describes a Job worth hierarchy?
- A. Forms the basis forgrouping jobs of similar value together.
- B. Illustrates where each job fits, relative to other jobs.
- C. None of these
- D. Helps establish a salary structure.
- E. All of these
Answer: E
NEW QUESTION 23
What are the compenents to the Total Rewards Model?
- A. Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities
- B. Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities
- C. Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities
- D. Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities
Answer: C
NEW QUESTION 24
What are the principal types of job documentation?
- A. Job analysis questionnaires, job family matrices and job descriptions
- B. Market-based andjob content-based
- C. Employee handbooks and job posting data files
Answer: A
NEW QUESTION 25
Incumbents are important in the job analysis process because ____________.
- A. They may have the most detailed information about their own duties and responsibilities
- B. None of the above
- C. They canprovide a more objective and consistent approach to analyzing job content
- D. They can provide important validation of incumbent input
Answer: A
NEW QUESTION 26
Themost common objectives for a Compensation Program are __________ and _________.
- A. Externally equitable, Internally competitive
- B. Understandable, Legally defensible
- C. Understandable, Affordable
- D. Internally equitable, Externally competitive
Answer: D
NEW QUESTION 27
Employee representatives are important in the job analysis process because it depends on company policy.
- A. True
- B. False
Answer: B
NEW QUESTION 28
Which of the following would be the best source of job information for a job in a new or emerging field?
- A. Direct observation
- B. Structured questionnaire
- C. Technical consultation
- D. Government publications
Answer: C
NEW QUESTION 29
Job documenation is best described as something that _________?
- A. Provides key information abut the nature of and level of work performed.
- B. Creates a job worth hierarchy using market data or job content
- C. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
E None of these - D. Illustrates where each job fits, relative to other jobs.
- E. All of these
Answer: C
NEW QUESTION 30
Job analysis is ___________. (PICK THREE)
- A. Sed to determine whether a job is exempt or nonexempt
- B. The systematic, formal study of the job
- C. All of the above.
- D. Used to identify essential job functions and hiring requirements
- E. Used describe the project to any third-party representatives
Answer: A,B,D
NEW QUESTION 31
To complete the job evaluation process you need to complete the following:
- A. Job analysis and job documentation
- B. None of the above
- C. Job Evaluation and Base pay structure
- D. Analyze the job
Answer: A
NEW QUESTION 32
Work-life can best be described as _________?
- A. Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.
- B. The alignment and assessment of organizational, team andindividual efforts toward the achievement of business goals. Also gives special attention to employee actions, efforts, behavior or performance.
- C. All of the above
- D. A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to helpemployees achieve success within and outside the workplace.
Answer: D
NEW QUESTION 33
Compensation philosophy can best be described as:
- A. The principles that guide the design, implementation and administration of a compensation program
- B. Test maker is stupid and tricky comrade. Brak this.
- C. Socrates' ideas about compensation
- D. What theorganization believes about how people should be payed
Answer: D
NEW QUESTION 34
How should duties and responsibilities be described on a standard job description?
- A. With generic terms rather than proprietary names
- B. In past tense and passive voice
- C. With words that have multiple meanings
- D. At a 12th grade reading level
Answer: A
NEW QUESTION 35
Corporate mission or vision is the first step to building the job worth hierarchy.
- A. True
- B. False
Answer: B
NEW QUESTION 36
Job evaluation is best described as something that _________?
- A. Provides key information abut the nature of and level of work performed.
- B. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
- C. Creates a job worth hierarchy using market data or job content
- D. None of these
- E. All of these
- F. Illustrates whereeach job fits, relative to other jobs.
Answer: C
NEW QUESTION 37
What are the two elements of compensation?
- A. Discretionary, fixed
- B. Fixed, Changeable
- C. Discretionary, Non-Discretionary
- D. Fixed, Variable
Answer: D
NEW QUESTION 38
The design process for a Total Rewards Program begins with:
- A. Program design
- B. The corporate mission or vision
- C. Analyzing the program
- D. The corporate strategy
Answer: B
NEW QUESTION 39
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