Q&A Hero

Human Resource

Q: Advocates of competencies say that by focusing on optimum performance rather than average performance, competencies can help employees maintain their marketability.
Q: The main appeal of competencies is the direct link to the organization's strategy.
Q: As experience with competencies has grown, organizations are placing greater emphasis on business-related descriptions of behaviors.
Q: Skill-based pay is used for the same types of jobs as competencies.
Q: The process of identifying compensable factors is similar to the process used to identify compensable factors.
Q: Scaled competency indicators are similar to degrees of compensable factors.
Q: Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels.
Q: A potential disadvantage of skill-based pay is labor costs can be a source of competitive disadvantage.
Q: Skill-based plans are generally well accepted by employees because it is easy to see the connection between the plan, the work, and the size of the paycheck.
Q: Compared to an on-demand review of certifications, scheduling fixed review points makes it easier to budget and control payroll increases.
Q: Managerial and supervisory analysis provide the data for skill-based pay systems.
Q: There is far greater uniformity in the use of terms in person-based plans than there is in job-based plans.
Q: Competency-based plans have the potential to clarify new standards and behavioral expectations.
Q: Research shows that fewer supervisors are required when skill-based plans are used.
Q: By encouraging employees to take charge of their own development, skill-based plans may give them more control over their work lives.
Q: One of the main advantages of a skill-based plan is that it facilitates matching people to a changing work flow.
Q: Paying employees who are frequently moved from one job to another each day is less complex in a job-based pay than a person-based structure.
Q: Skill-based pay plans can focus on both depth of work and breadth.
Q: The majority of skilled-based pay applications are found in hospitals and R & D organizations where teamwork is essential.
Q: Complex work is likely best supported by person-based pay systems.
Q: Transactional work is typically paid more than tacit work.
Q: A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess. A.performance-based B.competency-based C.job-based D.skill-based
Q: Managers whose employers use _____ plans focus on placing the right people in the right job. A.pay-based B.skill-based plans C.competency-based D.job-based
Q: Likely disadvantages of person-based pay plans compared to job-based include all of the following except: A.higher labor costs. B.a less flexible workforce. C.higher training costs. D.a smaller workforce.
Q: Which of the following is a source of gender bias in job evaluation?A.Compensable factors related to job contentB. Gender of evaluatorC. Gender of incumbentD. Race of evaluator
Q: 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.
Q: Which of the following regarding skill-based pay is false? A.Employees have control over their development. B.Training is a source of complaints. C.Less supervision is required. D.Training costs are low.
Q: Which of the following is not a method used to apply the job-evaluation plan in a bias-free manner? A.Include legal advisors while developing a plan. B.Ensure that the job descriptions are bias-free. C.Exclude incumbent names from the job evaluation process. D.Train diverse evaluators.
Q: An inappropriate way to assess the acceptability of a job evaluation plan and its resulting job structure is to: A.examine the number of formal appeals. B.examine the number of requests for reanalysis. C.conduct employee attitude surveys. D.examine the number of job offers not accepted.
Q: Which of the following is not a method for determining validity of job evaluation? A.Degree of agreement between rankings and rankings of criterion benchmarks B.Asking the question: "What does the evaluation measure?" C.Examining "hit rates" D.Degree to which the job evaluation matches an agreed upon pay structure for benchmark jobs
Q: Reliability of job evaluations may be measured by: A.determining if different evaluators produce similar results. B.asking the question: "What does the evaluation measure?" C.determining "hit rates." D.surveying employee attitudes about the evaluation.
Q: Competencies are derived from the _____ beliefs about the organization and its strategic intent. A. executive leadership'sB. stakeholders'C. employees'D. customers'
Q: Leadership, customer orientation and functional expertise are examples of which group of competencies? A.Personal characteristics B.Visionary C.Organization specific D.Team dynamics
Q: The scheme used in the text for classifying competencies consists of three groups. Which of the following is not one of them? A.Personal characteristics B.Team dynamics C.Visionary D.Organization specific
Q: Which of the following is the most important attribute of competency-based structure in a global work environment? A.Supports the work flow B.Fair to employees C.Common basis for communication D.Supports the organization strategy
Q: The process of identifying competencies resembles identifying _____ as part of job evaluation. A.compensable factors B.job description C.employee requirement D.workflow outlay
Q: Skill-based is to transactional work as competencies are to _____ work. A.tightly coupled B.tacit knowledge C.programmed D.office and clerical
Q: The growing view of competencies is they are a set of _____.A.traitsB.skills and knowledgeC.self-concepts and motivesD.behaviors requiring no assumptions
Q: In analyzing a firm's competencies under "impact and influence", what are "direct persuasion", "multiple attempts to persuade", and "multiple actions to influence"?A.Competency indicatorsB.Competency factorsC.Competency setsD.Core competency scales
Q: _____ translate each core competency into action. A.Competency indicators B.Multi-functional skills C.Skill-based structures D.Competency sets
Q: _________ are the observable behaviors that indicate the level of a competency.A. Competency setsB. Core competenciesC. Competency indicatorsD. Behavior scale points
Q: Skill-based plans tend to work best in organizations using a(n) _____ strategy. A.innovator B.defender C.laissez-faire D.cost-cutter
Q: The most important factor determining success of a skill-based pay plan is: A.its impact on labor costs. B.how well it aligns with the organization strategy. C.the stakeholder satisfaction with the plan. D.its effect on productivity.
Q: A "camper" is a person who _____ in a skill-based pay system. A."tops out" in a skill-based pay system B.is a "jack of all trades" C.is an employee who does not want to rotate jobs D.who moves too quickly from job to job
Q: _____ is the most important factor affecting perception of fairness of a skill-based plan. A.The design of the certification process B.The rate of movement through the skill blocks C.Extent of alignment with the organization's strategy D.The time and effort required to learn skill blocks
Q: Information such as quality course, shop floor control, tool setup and plant first aid are examples information that might be used to develop a _____ pay structure. A.job-based B.classification C.competencies D.skill-based
Q: Which of the following is least likely to be used as a skill-based certification method? A.Tests B.College degree C.Peer review D.On-the-job demonstration
Q: In a multiskill system, pay increases come with: A.improved efficiency. B.tenure and seniority. C.job assignments. D.certification of new skills.
Q: _____ are to behavioral descriptors as skill analysis is to the certification process. A.Factor degrees and weights B.Job analysis C.Core competencies D.Competency sets
Q: Skill blocks are to job evaluation as _____ is to factor degrees and weights. A.certification process B.competency sets C.skill analysis D.core competencies
Q: Compensable factors, skill blocks, and competency sets are all for the purpose of: A.assessing relative value. B.collecting work content information. C.determining what to value. D.each of the three has a different purpose.
Q: The certification process in skill-based pay is analogous to _____ in a job-based analysis. A.job analysis B.compensable factors C.regression analysis D.factor degrees and weights
Q: Skill-based pay applications is most common in: A.education. B.manufacturing. C.health care. D.service industries.
Q: The main advantage of skill-based pay plans is: A.the line of sight is clear. B.they aid in matching workers to the work flow. C.they are less expensive than job-based plans. D.courts view them very favorably.
Q: Person-based pay systems are best suited for all of the following except:A.supporting continuous learning.B.flexibility.C.transactional work.D.complex work.
Q: In today's organizations, in order to increase competitiveness and success work is analyzed by separating transactional work from:A. core work.B.hygiene work.C.tacit work.D.system work.
Q: Routine work is also termed _____.A.transactional work.B.hygiene work.C.tacit work.D.system work.
Q: The roots of both job analysis and job evaluation can be traced to _____.A.Frederick TaylorB.Karl MarxC.Adam SmithD.Ronald McFreyer
Q: A disadvantage of the classification method is that the basis for comparison is not called out.
Q: In the classification method, total points for each job determines its position in the structure.
Q: An advantage of paired comparison and alternate ranking is that they are more reliable than simple ranking.
Q: The number of job evaluation plans required depends upon the number of employees in the organization.
Q: Job evaluation should include benchmark jobs of all work domains.
Q: An advantage of the Position Analysis Questionnaire for job evaluation is that it can be applied to a wide depth and breadth of work.
Q: When an organization changes its strategy and goals, job evaluation helps workers understand what is important in their work.
Q: A shortcoming of the Hay plan is its use is limited to a narrow range of jobs and job families.
Q: For managers, the most important issue regarding job evaluation is the statistical validity of job evaluation.
Q: A pay structure can be directly translated into pay rates from job evaluation based upon either job content or job value.
Q: A job structure based upon job value orders jobs on the relative contribution of job content to the organization's goals.
Q: _________ typically conduct job evaluation of senior management jobs.A. Compensation analystB.Compensation managerC.External consultantD.Senior management
Q: Which of the following would not be used as a criterion pay structure?A.Market rates for current jobs.B.Union-negotiated rates.C.Rates for job held predominately by males.D.Federal government rates based on the minimum wages.
Q: When a statistical process is used to duplicate an existing pay structure, it is called:A.policy capturing.B.committee a priori judgment approach.C.factor analysis.D.regression analysis.
Q: A compensable factor of effort has a weight of 30% with equal weight for physical and mental subfactors. If physical has a degree rating of 4, how many points does it receive?A.4B.15C.30D.60
Q: A compensable factor of working conditions has a weight of 15%. If working conditions has a degree rating of 3, how many points does it receive?A.3B.15C.30D.45
Q: A compensable factor of effort has a weight 30% and has two sub-factors, physical and mental. Mental has a degree rating of 4. How many points does the mental effort receive?A.120B.60C.40D.45
Q: There are 5 jobs in job family A, 7 jobs in job family B, and 6 jobs in job family C. Knowledge is a compensable factor for all job families. How many degrees for knowledge is the minimum for job family B?A.5B.12C.6D.7
Q: Most factor scales have between _____ degrees. A.6-9 B.4-8 C.3-7 D.2-4
Q: Research shows that __ factor(s) account(s) for 98-99% of the variance in job evaluation plans.A. oneB. twoC. threeD. four
Q: The best single compensable factor for creating a job structure, is: A.problem solving. B.accountability. C.responsibility. D.skill.
Q: Research shows that the compensable factor skill accounts for _____ percent of the variance in job evaluation results.A.90B.70C.55D.42
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