Chapter 6 Person-Based Structures Test Bank - Compensation 12e Complete Test Bank by Jerry Newman. DOCX document preview.
Chapter 06
Person-Based Structures
Multiple Choice Questions
1. | The roots of job-based pay structures is traced to _____.
|
2. | Routine work is also termed _____.
|
3. | In today's organizations, in order to increase competitiveness and success, work is analyzed by separating transactional work from:
|
4. | Which of the following is most likely to be a disadvantage of skill-based pay plans?
|
5. | Which of the following is an advantage of skill-based pay plans?
|
6. | The majority of applications of skill-based pay have been in:
|
7. | The certification processes in skill-based pay is analogous to the _____ in a job-based analysis.
|
8. | Compensable factors, skill blocks, and competency sets are used for:
|
9. | Employees in a multiskill system earn pay increases:
|
10. | Which of the following is least likely to be used in establishing skill-based certification methods?
|
11. | _____ is a crucial factor that affects the perception of fairness of a skill-based plan.
|
12. | A camper is an employee who _____ in a skill-based pay system.
|
13. | Skill-based plans tend to work best in organizations using a(n) _____ strategy.
|
14. | _____ are the observable behaviors that indicate the level of competency.
|
15. | _____ translate each core competency into action.
|
16. | The process of identifying competencies in person-based structures resembles identifying _____ as part of job evaluation in job-based structures.
|
17. | Which of the following reasons makes competencies a risky foundation for a pay system?
|
18. | The scheme used in the text for classifying competencies consists of three groups. Which of the following is NOT one of them?
|
19. | Leadership, customer orientation, and functional expertise are examples of which group of competencies?
|
20. | Competencies are derived from the _____ beliefs about the organization and its strategic intent.
|
21. | Most studies report that when different people rank-order jobs, the correlations are between:
|
22. | Reliability of job evaluation techniques is measured by:
|
23. | Who among the following is examining the validity of a job evaluation?
|
24. | A study of 400 compensation specialists revealed that:
|
25. | Which of the following is the reason why skill-based pay plans have maximum flexibility?
|
26. | Managers whose employers use _____ plans focus on placing the right people in the right job.
|
27. | A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.
|
28. | Which of the following sentences regarding skill-based structure is FALSE?
|
29. | Lisa is a manager at Trell Inc. When she hires her employees, she focuses on finding the right job for the right person. Which of the following pay plans is her employer most likely using?
|
30. | Who among the following is most likely to be working for a company that uses a competency-based pay plan?
|
True / False Questions
31. | Transactional work is typically paid more than tacit work. |
32. | A disadvantage of a skill-based plan is that people cannot be deployed in a way that matches the flow of work, thus causing bottlenecks as well as idle hands. |
33. | Skill-based pay plans can focus on both the depth and breadth of work. |
34. | By encouraging employees to take charge of their own development, skill-based plans may give them more control over their work lives. |
35. | Person-based plans have the potential to clarify new standards and behavioral expectations. |
36. | Compared to an on-demand review of certifications, scheduling fixed review points makes it easier to budget and control payroll increases. |
37. | 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. |
38. | A potential disadvantage of skill-based pay is that labor costs can be a source of competitive disadvantage. |
39. | Skill-based plans become increasingly economical as the majority of employees become certified at the highest pay levels. |
40. | Scaled competency indicators are similar to degrees of compensable factors. |
41. | As experience with competencies has grown, organizations are placing greater emphasis on business-related descriptions of behaviors. |
42. | The main appeal of competencies is the direct link to the organization's strategy. |
43. | Advocates of competencies say that by focusing on optimum performance, rather than average performance, competencies can help employees maintain their marketability. |
44. | Competencies provide guidelines for behavior and keep people focused. |
45. | Basing pay on race or gender seems appalling today, but basing pay on someone's judgment of another person's integrity is considered the norm nowadays. |
46. | In virtually all the studies on job evaluation, job-based evaluation is treated as a measurement device. |
47. | Validity refers to the degree to which an evaluation assesses the relative worth of jobs to an organization. |
48. | One approach to both improving and measuring the level of acceptance of job evaluation is to establish a formal appeals process. |
49. | Recent research shows that the use of online job evaluation by independent managers is more reliable than traditional job evaluation committees. |
50. | Defining the compensable factors and scales to include the content of jobs held predominantly by women is one of the methods to ensure that job evaluation plans are bias-free. |
Short Answer Questions
51. | How do modern organizations analyze work processes?
|
52. | What is the relevance of certification in a multiskill system?
|
53. | How do skill-based plans motivate employees?
|
54. | What is relevance of flexibility in skill-based plans?
|
55. | How are organizations redefining the original definition of competencies?
|