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Question
A study of 400 compensation specialists found that:A.job evaluation data have a larger effect than market data.
B.current pay data have a larger effect than market data.
C.job titles have a larger effect than job evaluation data.
D.market data have a larger effect than job evaluation data.
Answer
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Related questions
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If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are _____.A.reliableB.validC.convergentD.acceptable
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Which of the following would not be included in job identification information in a job analysis?A.Job titleB.Department in which job is locatedC.Number of people who hold jobD.Current pay level
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A.task
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C.task dimension
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Q:
The way to increase validity is to understand and reduce sources of difference.
Q:
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According to recent research, employees make internal pay comparisons more frequently than external.
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Egalitarian pay structures are built using person-based criteria.
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A well-designed pay structure is the major factor affecting an organization's external competitiveness.
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A pay structure refers to the array of pay rates for different work or skills within a single organization.
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A.tournament
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Which of the following pay structure procedures would not increase perceptions of pay fairness?
A.Consistency across all employees
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A.first
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C.third
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A.The job evaluation process
B.Strategic compensation objectives
C.Employee contributions
D.The pay structure
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