Quiz #2

Question 1

Ch 7.
1. Which of the following processes is used to determine the relative importance of the employees job to the organization and the placing of those jobs in the same hierarchy level?

Answer 1

A. Job analysis
B. Market analysis
C. Performance appraisal
D. Job evaluation

A. Job evaluation

Question 2

2. Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

Answer 2

A. Job analysis
B. Job evaluation
C. Job description
D. Job specification

A: A Job analysis

Question 3

3. As a human resource professional, you have been asked by your organization to develop a Job description for the heavy duty mechanics role. What are you likely NOT to include in the job description?

Answer 3

A. Some statement describing the conditions under which mechanic will work under
B. The appropriate pay grades, ranges and future pay increases scales
C. The level of skill certification required for the role
D. The fact that the mechanic will be working under the supervision of a senior technician

B

Question 4

4. Which of the following concepts best explains why a compensation specialist is likely to earn more money for working for a Human Resources consulting firm than for a food distribution company?

Answer 4

A. Pay equity
B. Pay differentials
C. Relative value
D. Labour supply

C

Question 5

5. Which of the following is NOT a valid purpose for conducting job evaluation?

Answer 5

A. To control employee performance
B. To control wage costs
C. To create equitable pay structure
D. To create perceptions of equitable pay among those covered by the system

Question 6

6. What do Job specifications focus on?

Answer 6

A. Job activities
B. Reporting structure
C. Employee qualifications
D. Performance

C

Question 7

7. Which of the following statements is an example of a job specification?

Answer 7

A. Arranging meetings and scheduling out of town travel
B. Possessing a valid drivers licence
C. Answering telephones and personal inquiries
D reporting to the head of the department

B

Question 8

8. Since your company is newly
   Created, you do not have any Job descriptions. Which of the following methods of the job analysis will
   You need to use?

Answer 8

A. Interviews
B. Questionnaires
C. Functional
D. Observation

C

Question 9

9. Carlos decides to use a time-and-motion study to gather information about a particular job. What kind of job analysis method is Carlos using?

Answer 9

A. Observations
B. Interviews
C. Questionnaires
D. Functional job analysis

A.

Question 10

10. One of the shortcomings associated with job analysis in dynamic work environments is the potential for obsolete data to be used for a variety of human resource decisions. What proactive steps would you recommend to an organization facing this issue?

Answer 10

A. Update job descriptions systematically.
B. Stop conducting job analysis
C. Contract out most of your human resource functions
D. Allow each manager in the organization to create actual job descriptions

A

Question 11

11. Which of the following is NOT one of the methods of job evaluation discussed in the text?

Answer 11

A. Ranking method
B. Forced distribution method
C. Factor comparison method
D. Statistical / policy capturing method

B.

Question 12

12. Which term is used to describe key characteristics of jobs that are valued by organizations and differentiate jobs from one another?

Answer 12

A. Core job dimensions
B. Job facts
C. Compensable factors
D. Benchmarks

C

Question 13

13. Organizations need to answer a series of questions in order to conduct job evaluations effectively. What question would a job evaluation process NOT address?

Answer 13

A. Who conducts the job evaluation?
B. Which jobs should be changed?
C. What appeal mechanisms are to be established
D. How should Job evaluation results be applied?

B

Question 14

14. Which of the following is NOT a valid reason to re-evaluate jobs?

Answer 14

A. Labour market conditions change significantly
B. The strategy of the organization changes
C. A new performance system is implemented. D. There is a high level of appeals

C.

Question 15

15. Which of the following procedures is NOT required under the Ontario Pay Equity Act?

Answer 15

A. Identify Job classes by gender
B. Collecting Job information
C. Comparing jobs using gender neutral system
D. Checking for performance appraisal biased

D.

Question 16

16. Which of the following practices can NOT be used to achieved pay equity?

Answer 16

A.  Pay levels for male comparator jobs that will be lowered. 
B. All positions in a job class will
Receive the same adjustments in dollar terms 
C. Each female job class must receive a yearly adjust until pay equity is achieved 
D. Inequitable female job classes with the lowest job rate must receiver a greater adjustment 

A

Question 17

Ch 8.

Which of the following is NOT a component of the point method of job evaluation?

Answer 17

A. Compensable factors
B. Total points
C. Factor degrees
D. Competencies.

D

Question 18

2. Four main categories of
   Compensable factors are used widely in industry. Which of the following factors could be included in the skill
   Category?

Answer 18

A. John is often exposed to chemicals
B. Marie needs to solve a variety
Of problems at work
C. Dwayne is held accountable for error rates
D. Dolores often has to be able to lift 25 kg boxes.

B

Question 19

3. Under the point method scheme of job evaluation l, what is the main characteristic that distinguishes one job from another thereby making a job more valuable to an organization?

Answer 19

A. Market comparators 
B. Regression Analysis 
C. A base structure 
D. Point scores
Of the Jobs

D

Question 20

4. Which of the following compensable factors would you like to include under the main category of, “working conditions”?

Answer 20

A. Requirements associated with being exposed to health hazards
B. Requirements associated with educational levels
C. Requirements associated being responsible unable for the safety of coworkers
D. Requirements associated with having to produce certain levels of output.

A.

Question 21

5. 2,000 points are distributed between compensable factors,
   Based on the following: education 750 points, time pressure 350 points, customer contact 500 points, and communication skills 400 points. Which step in developing a job evaluation system using the point method recognizes the variations in importance?

Answer 21

A. Defining factors
B weighting the factors
C. Scaling the factors
D. Testing the system.

B

Question 22

6. Which of the following is NOT a test used to determine the validity to the job evaluation system?

Answer 22

A. Reliability
B. Calibrating to the market
C. Estimating total Compensation costs
D. Feedback surveys

D

Question 23

7. What does the market line determine?

Answer 23

A. Whether the firm should lead, lag or match the market
B. The relationship of job evaluation results to market pay rates
C. The relationship of job evaluation results to a firm’s pay grades
D. A pay rate based on a market survey

B

Question 24

8. Which of the following is NOT a source of gender bias associated with developing a point method job evaluation process?

Answer 24

A. Excessive range in the degree statements
B. Excluding factors often associated with female dominated positions
C. Biased job descriptions
D. Separate job families

A

Question 25

9. The following are hypothetical points proceed to the following jobs: - heavy duty mechanic: 900 -human resource specialist: 900 -technician: 900 The organization see these positions as having equal value from a base pay perspective; Hence there is no difference in pay. What term best describes the grouping of these jobs?

Answer 25

A. Pay grade B. Range tightness C. Pay range D. Pay structure A. Pay grade

Question 26

10. Which of the following terms refers to the actual minimum and maximum pay rate, in dollar terms for all the jobs that fall in a particular pay grade?

Answer 26

A. Pay range B. Broadband isn’t C. Market anchor D. Step progression A

Question 27

11. What is a negative consequence of clustering jobs into pay grades?

Answer 27

A. Pay grades make it difficult to satisfy and explain pay rates to employees. B. Pay grades create less stability for the pay system C. There may be pressure to reclassify borderline jobs to promote people To get more money. D. Similar jobs are grouped into the same grades A

Question 28

12. Which of the following best explains how to establish a pay grade sizes using the equal interval approach?

Answer 28

A. Look for natural breaks between clusters of jobs when setting up the trades B. Increase the grade widths for higher-value jobs but not necessarily by an equal percent age C. Reduce the number of pay grades by creating large bands. D. Make the point spreads equal for all pay grades C

Question 29

13. your company determined the following pay range associated With a financial service manager: maximum $100,000; midpoint $90,000, and minimum $80,000. What is the range spread percentage for this job?

Answer 29

A. Not enough information provided B. 20 percent C. 25 percent D. 22.22 percent C

Question 30

Chapter 9: Evaluating the Market 1. Which of the following best explains why current employees do not seem to reduce wages for existing employees in the short term when the supply for a particular set of skills far outstrips the demand?

Answer 30

A. Because of the wage compression phenomenon B. Because of the negative impact On the morale C. Because labour budgets tend to be determined on an annual basis D. Because fewer potential employees tend to put upwards pressure on wages B

Question 31

2. Typically, employees working in the natural resource sector tend to experience long periods of layoffs, while at the same time, they are paid higher compensation compared to other sectors that are less cyclical in nature. Which of the following terms best describes this phenomenon?

Answer 31

A. The supply / demand equilibrium B. The union effect C. Compensation differential D. Wage compensation C.

Question 32

3. Which of the following characteristics is NOT typically considered in the selection of market comparator firms?

Answer 32

A. The type of product or service the firm provides B. Whether the firm Has achieved pay equity C. Whether the firm is union or non-union D. The geographic area over which it operates B

Question 33

4. What are three of the main “third-party” sources of compensation data?

Answer 33

A. Statistics Canada, trade journals, government agencies B. Private agencies, trade journals and government agencies C. Government agencies, industry groups and consulting firms D. Consulting firms, boards of trade and publishers C

Question 34

5. What are two main disadvantages associated with using informal in-house surveys?

Answer 34

A. Complexity and cost B. Cost and reliability issues C. Cost and speed D. Reliability and validity issues D

Question 35

6. Which of the following survey sources raises concerns amount HR professionals about the validity of their data?

Answer 35

A. Industry groups B. formal in-house C. Free websites D. Consultants C

Question 36

7. Which of the following topics would typically NOT be included in a survey questions ask by most consultants in the process of populating their compensation databases?

Answer 36

A. Number of employees B. Criteria associated with movements within pay range C. Base pay, performance pay, and indirect pay. D. Turnover rates D

Question 37

8. Which of the following steps should be classified as the last Step in conducting a compensation survey?

Answer 37

A. Identifying the jobs to be surveyed B. Determining the information to be collected about each job C. Determining which employees are to be surveyed. D. Determining the method of data collection D

Question 38

9. Which of the following is NOT a main step in conducting a proper compensation survey?

Answer 38

A. Identify jobs to be surveyed B. Identify employees to be surveyed C. Determine the information needed D. Determining how you will collect data B

Question 39

10. Although very costly to use on a significant scale, which method of data collection provides the best quality of information?

Answer 39

A. Internet surveys B. Personal interviews C. Telephone interviews D. Questionnaires B

Question 40

11. Which of the following is NOT a procedure used to analyze and interpret survey data?

Answer 40

A. Central tendency B. Dispersion C. Compa-ratio D. Data aging D

Question 41

12. Which of the following statements refer to compa-ratio?

Answer 41

A. It is calculated by averaging the pay ranges in the quartiles. B. It is measured of pay dispersion across employers C. It is derived by dividing mean base pay by the midpoint of the pay range. D. It is a calculation based on average base pay for each job.

Question 42

13. What does a compa-ratio of | Greater than 1 mean?

Answer 42

A. Employees, on average, are being paid above the midpoint not at that firm. B. The majority of employees are in the first pay quartile C. The firm is paying their employees in the bottom half of the pay range D. The firm has only a minority of their employees in the top pay bracket. A.