WorldatWork C2 C2: Job Analysis, Documentation and Evaluation Exam Practice Test

Compensation contingent on discretion.

Compensation contingent on performance.

Compensation that changes regularly

All of these answers.

It is relatively simple and inexpensive

It is easy to place jobs into each classification

It is unlikely that job descriptions will be inflated to fit classifications

It is useful for organizations with numerous, widely diverse job families.

It ranks jobs based on the level of complexity of the work.

It requires a high degree of technical knowledge of the job.

It is a whole-job rather than a factor-based job evaluation method.

It is difficult and expensive to implement.

Theincumbents and/or supervisors may misrespresent certain aspects of the job.

The results may not be representative of the entire group.

The incumbent(s) may not understand some of the questions asked.

The results may be coded differently and subject to different interpretations.

They should be implemented prior to any planned reorganizations.

They should be designed to achieve certain desired outcomesbased on the developers' impressions of the job.

They should be kept up to date.

They should be developed on an as-needed basis.

A systematic process for obtaining important and relevant information about each distinct role played by one or more employees. This includes duties and responsibilities, and worker characteristics.

A basis for performance appraisal based on job-related standards.

He systematic, formal study of a job

None of the above

All of the above

The final step in the base pay structure design.

Is built after the job worth hierarchyis created.

Is used as framework for pay decisions.

None of these

All of these

Define thebudge that will be needed

Define the degree levels within each compensable factor

Define as many levels as possible within each factor to ensure an adequate degree of distinction.

Determine the dependent and independent variables in theregression analysis for each degree level

Ranking and classification

Job component and point factor

Market-based and job content

The prevalence of the strategy among industry competitors

The availability of a qualified consultant to assist with design and implementation

The relative emphasis on either internal equity or external competitiveness

The research results on the reliability of different approaches