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NEW QUESTION 37
What are the principal types of job documentation?
- A. Market-based andjob content-based
- B. Employee handbooks and job posting data files
- C. Job analysis questionnaires, job family matrices and job descriptions
Answer: C
NEW QUESTION 38
Job documenation is best described as something that _________?
- A. All of these
- B. Creates a job worth hierarchy using market data or job content
- C. Provides key information abut the nature of and level of work performed.
- D. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
E None of these - E. Illustrates where each job fits, relative to other jobs.
Answer: D
NEW QUESTION 39
What are the compenents to the Total Rewards Model?
- A. Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities
- B. Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities
- C. Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities
- D. Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities
Answer: B
NEW QUESTION 40
What best describes a useful guideline for the development of job descriptions?
- A. They should be implemented prior to any planned reorganizations.
- 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 developed on an as-needed basis.
Answer: C
NEW QUESTION 41
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. Government publications
- C. Technical consultation
- D. Structured questionnaire
Answer: C
NEW QUESTION 42
Compensation strategy can best be described as:
- A. What the organization believes about how people should be payed
- B. Pay strategery
- C. The principles that guide the design, implementation and administration of a compensation program
- D. Test maker... prepare to meet your maker.
Answer: C
NEW QUESTION 43
What is one of the steps in the point factor job evaluation method?
- A. Define as many levels as possible within each factor to ensure an adequate degree of distinction.
- B. Define the degree levels within each compensable factor
- C. Determine the dependent and independent variables in theregression analysis for each degree level
- D. Define thebudge that will be needed
Answer: B
NEW QUESTION 44
What should one do when selecting compensable factors?
- A. Identify the organization's internal values
- B. Identify several measures for each job characteristic
- C. Identify measures used for evaluating performance
- D. Identify the top performers in the job group
Answer: A
NEW QUESTION 45
Corporate mission or vision is the first step to building the job worth hierarchy.
- A. False
- B. True
Answer: A
NEW QUESTION 46
Supervisors are important in the job analysis process because ____________.
- A. They can provide important validation of incumbent input
- B. They can provide a more objective and consistent approach to analyzing job content
- C. None of the above.
- D. They may have the most detailed information about their own duties and responsibilities
Answer: A
NEW QUESTION 47
Which best describes a Job worth hierarchy?
- A. Helps establish a salary structure.
- B. None of these
- C. Forms the basis forgrouping jobs of similar value together.
- D. All of these
- E. Illustrates where each job fits, relative to other jobs.
Answer: D
NEW QUESTION 48
Which of the following is the most appropriate use for a job description?
- A. To assist with exit interviews
- B. To eliminate level cutters
- C. To train temporary workers
- D. To evaluate job content
Answer: D
NEW QUESTION 49
What best describes one of the purposes of job analysis?
- A. To define the level of coaching needed by supervisors
- B. To define the scope of any follow-upstudies
- C. To document work processes for training purposes
Answer: C
NEW QUESTION 50
What best describes an important factor that should be considered when selecting a job evaluation strategy?
- A. The availability of a qualified consultant to assist with design and implementation
- B. The research results on the reliability of different approaches
- C. The relative emphasis on either internal equity or external competitiveness
- D. The prevalence of the strategy among industry competitors
Answer: C
NEW QUESTION 51
Work-life can best be described as _________?
- A. All of the above
- 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. 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.
- D. Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.
Answer: C
NEW QUESTION 52
Job evaluation is best described as something that _________?
- A. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
- B. Illustrates whereeach job fits, relative to other jobs.
- C. None of these
- D. All of these
- E. Provides key information abut the nature of and level of work performed.
- F. Creates a job worth hierarchy using market data or job content
Answer: F
NEW QUESTION 53
The design process for a Total Rewards Program begins with:
- A. The corporate strategy
- B. Analyzing the program
- C. Program design
- D. The corporate mission or vision
Answer: D
NEW QUESTION 54
What would typically be included under "nature of work" on a job description?
- A. Working conditions
- B. Duties and responsibilities
- C. Effort and behaviors
- D. Knowledge, skills and abilities
Answer: B
NEW QUESTION 55
When is the base pay structure created?
- A. Prior to completion of the job analysis
- B. After the job worth hierarchy is built
- C. As soon as job documentation has been completed
Answer: B
NEW QUESTION 56
When would the paired-comparison approach be preferred over the simple ranking approach?
- A. When the cost of simple ranking becomes prohibitive
- B. When evaluating a larger number of jobs
- C. When there is insufficient information on job content
- D. When there is a need for accuratemarket data
Answer: B
NEW QUESTION 57
What is one of the steps in the classification method of job content evaluation?
- A. Matching jobs to other jobs in the market and developing grades based on market value
- B. Listing all thejobs in order from highest to lowest value
- C. Identifying and clustering benchmark jobs that appear to be similar
Answer: C
NEW QUESTION 58
What is one of the advantages of the classification method?
- A. It is easy to place jobs into each classification
- B. It is unlikely that job descriptions will be inflated to fit classifications
- C. It is relatively simple and inexpensive
- D. It is useful for organizations with numerous, widely diverse job families.
Answer: C
NEW QUESTION 59
What job specification describes what the employee should be able to do based on his or her experience of training?
- A. Behaviors
- B. Skills
- C. Knowledge
- D. Abilities
Answer: B
NEW QUESTION 60
Prior to conducting a job analysis interview, where might one obtain secondary job information?
- A. Organizational charts
- B. Employment applications
- C. The employee's supervisor
Answer: A
NEW QUESTION 61
What is one of the advantages of the point factor job evaluation method?
- A. It is inexpensive to develop and/or purchase
- B. It creates a flexible job worth hierarchy
- C. it is responsiveto pay equity laws.
- D. It can be implemented quickly and easily.
Answer: C
NEW QUESTION 62
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