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comp mgt test 2 ch 6
comp mgt test 2
| Question | Answer |
|---|---|
| define the relative value of each job among all jobs within a company | internally consistent compensation system |
| a systematic process for gathering,documenting, and analyzing information in order to describe | job analysis |
| systematically determines the relative worth of jobs in an organization | job evaluation |
| describes job duties and tasks as well as such pertinent factors as the skill, effort, tasks and responsibilites | job content |
| represent the minimum qualificaitons and the knowledge, skills, and abilities that people must have to perform a particular job | worker requirements |
| are the social context or physical conditions where work will be performed | working conditions |
| what are the most common methods of data collection | questionaires and observation |
| what are the most common sources of job analysis information | job incumbents, supervisors, and the job analysts |
| summerazie a jobs purpose and lists its tasks, duties, and responsibilites | job description |
| indicate the name of each job within a companys job structure | job titles |
| summarizes the job with two to four descriptive statements | job summary statements |
| describes the major work activities, and if pertinent, supervisory responsibilities | job duties |
| lists the education, KSAs, and other qualifications individuals must possess the perform the job adequately | worker specifications |
| refers to an observable competence to perform a learned psychomotor act | skill |
| to a present competence to perform an observable behavior or a behavior that results in an observable product | ability |
| refers to a body of information applied directly to the performance of a function | knowledge |
| is a job analysis legally required | no, but conducting job analyses increases the chance that employment decisions are based solely on pertinent job requirements |
| companies must demonstrate substantive differences in job functions. men and women performing equal pay work should be paid the same amount | equal pay act |
| it is useful for determining whether a job is exempt or non exempt, established a minimum wage, overtime, prohibited child labor | fail labor standards act |
| companies may perform job analysis to see if they comply with the ADA | americans with disabilities act |
| the systematically recognize differences in the relative worth among a set of jobs and to establish pay differentials accordingly | job evaluation |
| the salient job characteristics by which companies establish relative pay rates | compensable factors |
| what are universal compensable factors | skill, effort, responsibility and working conditions |
| use market date to determine differences in job worth, more external | market based evaluation |
| emphasize the companys internal value system by establishing a hierarchy of internal job worth based on each jobs function in company strategy. more qualitative and internal | job-content evaluation |
| a job content evaluation that uses quantitave methodology. assigns points to jobs based on compensable factors | point method |
| to develop factors and their definitions to select job to represent the entire range of jobs in the company | benchmark job |
| order all jobs from lowest to highest according to a single cliterion | simple ranking method |
| is useful if there are many jobs to rank, usually more than 20 | paired comparison method |
| to place jobs into categories based on compensable factors | classification plans |
| who frequently used the classification method | public sector organizations |
| what are the alternatives to job evaluation | reliance on the market pay rates, pay incentives, individual rates and collective bargaining |
| what is the major limitation of internally consistent pay systems | the definition of the jobs become more fluid, which makes entity assessments more difficult |
| what are the two options for a job analysis program | an established system or developing its own system |
| why is it important for the job analysis to be trained | they need to be taught about the basic assumptions of the model and procedures that must follow, minimize the change that they will conduct the effective job analyses |
| why does the standard occupational classificaiton system have limited use | they are relavant for making compensation decisions because of O net |
Created by:
rcu10