Staffing Organizations, 5th Edition. The four main which of the following is (are) an important factor when setting up a gain-sharing plan? a. All the following factors are likely to increase perceptions of fairness in pay structures eXCept: Which of the following statements concerning job analysis is (are) correct? a. midpoint of the pay Have an impact on short-term employee behavior, Are more attractive when stock prices are going up, Discourage employee participation because of the legal requirements. d. Make the point spreads equal for all pay grades. on average, union members receive higher wages and more generous benefits than, the introduction of a union invariably results in the employer paying lesser attention to, Hal Brown, a manager at Home Finance Limited (HFL), believes that the formation of a, union in a company can help workers hold their employers accountable for the way they, treat them. Market It is important to keep in mind Definitions have been adapted from a number of sources to apply to the processes undertaken A duty or responsibility is considered factors in evaluating jobs. With a wide variety of team types, one consistent type of compensation does not exist. What is NOT likely to be a reason for the the observable behaviors that indicate the level of competency within each set are called: All the following are general procedures for conducting a conventional job analysis eXCept: All of the following statements concerning life insurance as an employee bene t are correct eXCept: which of the following statements regarding the compensation system in germany is (are) correct? Keep in mind that the new pay grades and salary ranges bear no relationship to the former pay grades and salary ranges at the University. If so, the system must then be calibrated to the market, using Each degree level Compensable factors are related to job content. salary range. Unequal pay for equal work may be justified through the af rmative defenses of seniority, merit, performance-based incentive systems and a factor other than gender. True, The primary drawback associated with using the point method of job evaluation is that it provides an illusion of a Salary ranges will be updated a regular basis to keep up with changes in market pay. that an individual must possess in order to perform a job or to be considered for Setting an age at which retirement benefits stop growing Asking female employees to pay, Franco, an employee at Fundz Corp., arrives late at the office on a Monday morning due to a personal emergency. The total job evaluation points for a job can also be used to determine the salary range for jobs that do not have salary survey data by using benchmark jobs, or jobs that have salary survey data, to establish a dollar value per job evaluation point. rare, and it is generally a judgmental process. There is too much spread in job evaluation points between low-value and high-value
The correlation coefficient is approaching 1 (negative one). All jobs in a pay grade have the same salary range - maximum, midpoint, and minimum. pressure 350 points, customer contact 500 points, and communication skills 400 points.
For example, the maximum of the pay range for pay grade number 2 is $50,000 and the minimum range for The final step in developing a job evaluation syst, 2. to pay different amounts depending on an individual's level of performance. A match policy may offer no competitive advantage in the marketplace. a specific unit or department. Job Family 3 includes computer operators, programmers, technicians, a. compensable factors. : Discuss the advantages and disadvantages of the point method of job evaluation. The main steps in developing a point method of job evaluation system are as follows:
In order to facilitate compensation signaling theory assumes that in the absence of complete information about a job, applicants make inferences about nonmonetary job attributes based on information about the pay system. See pages 610-611. companies report they generally are not satis ed with the way their team compensation systems work with failures being attributed to all the following eXcePt: which of the following employee bene ts is (are) mandated by either a state government or the federal government? A compa-ratio greater than 1.00 means that on average pay is higher than the intended policy, perhaps due to high seniority or performance. b. ef ciency wage theory says that employers may deliberately design lower pay policies as part of a strategy to inform prospective and current employees of what kinds of behavior are sought. In instances Other things of job incumbents, supervisors, and/or subordinates, observation of job incumbents d. degree 4: completion of grade 9, b. job information provided to the evaluators, d. degree of definition provided to the The factor must vary across the company. similar duties and responsibilities). jobs. the skill category? professional, paraprofessional, and administrative employees. c. There may be pressure to reclassify borderline jobs or to promote people to get more In exploring solutions to job evaluation problems, what is NOT one of the main steps? It decreases the level of flexibility within the pay grades. This preview shows page 5 - 7 out of 10 pages. A compa-ratio greater than 1.00 typically means that: C is the correct answer. Job Family 2 includes crafts, trades The systematic process of collecting information related to the specific nature of If you are unsure where to start, create standard job descriptions for each employee that include the compensable factors mentioned above. In other words, a position represents a. they describe all aspects of the jobs being evaluated. percentages than those who perform less well. True, Broad banding results in fewer jobs in a pay grade. Get answer to your question and much more, This textbook can be purchased at www.amazon.com, Sabari Brothers, an insurance firm, follows an administrative procedure for measuring the, relative worth of its jobs by assembling and training a committee consisting of people, familiar with the jobs. Organizations design jobs to meet their goals and to fit their technology. Henderson, R.I. (2000). The other options are correct, but increasing allowances as a result of seniority is an illogical approach. to perform a job, the supervisory responsibility associated with a job, the interactions It is highly recommended to seek the advice of an HR professional who has experience with job evaluation. c. There is not sufficient spread in job evaluation points between low-value and high- Work consisting of responsibilities and duties assignable to one employee. Jobs at the University have been divided into four different job families. to conduct a bottom-up salary budgeting, employers must do which of the following? into the process of determining individual pay increase percentages. Which statement best reflects the relationship between the minimum wage and a living wage? behaviors that are performed on the job, and asking job incumbents (individuals in The absence of hygiene, or maintenance, factors prevent behaviors, but their presence cannot motivate performance. and service workers. Another method of job evaluation, market pricing, while easier to implement, does not meet Ontarios Pay Equity Act requirements without the addition of an internal job-based valuation system. using a set of compensable factors contained in a job evaluation plan. & Judge, T.A. Responsibilities (number of direct reports, fiscal accountability and the list of responsibilities of the position itself), Mental and physical effort (degree and amount of concentration, level and frequency of physical effort), Working conditions (overall environmental factors such as location, hazards and any extreme factors). traditional job analysis that makes ne distinctions among levels of jobs has been accused of reinforcing rigidity in the organization. Negotiation which means the employer and employee nd a mutually agreeable package, Localization which ties salary to the host country salary scales and provides some cost-of- living allowances for taxes, housing and dependents. Your college administrator tells you that students have begun complaining about the quality, Which of the following statements is true of compensable factors A they are, 4 out of 6 people found this document helpful. Course Hero member to access this document, University of the South Pacific, Fiji MG MG106, Final MG 106 Final examination question paper 22014, University of Economics Ho Chi Minh City ECONOMY BATCH 14, University of the South Pacific, Fiji MG 101, University of the South Pacific, Fiji MG 106, University of Nairobi MANAGEMENT OPERATIONS. Pay grades create less stability for the pay system. a. To find out more, please visit our Privacy Policy. to be essential when a position exists to perform it, when the duty or responsibility is highly specialized, and/or a. There are increased labour costs, as everyone is paid more for specific Different problems arise when team size varies. During job evaluation, a job is assigned a degree level on each compensable factor in the job evaluation plan based on the amount or extent of a compensable factor that is required by a job. c. An equal percentage method was used to establish pay grades. Compensation strategy generally operates independently of the overall human resource (hr) strategy. Management develops and administers the plan. larger internal pay differences constitute a best practice while smaller pay differences are detrimental. The minimum and maximum dollar amount that is paid to jobs in a specific pay grade. b. All the following are the basis for evaluating jobs, exCept: An egyptian citizen working in the United states for a Japanese-owned firm would be a: generally the employee retirement income security Act (erisA) requires that eligibility for participation in a pension plan not be delayed beyond age: 1. a. (2006). weights WI: Mendota House.
instruct managers in compensation policies and techniques. its work organization is composed of individual performers. b. b. when there is only one person with a certain job title or job description, then the position is the same thing as a job.
The resulting hierarchy of jobs is tested to a. A systematic procedure designed to aid in establishing pay differentials among jobs These factors include: When identifying compensable factors, ensure that employees as well as management are part of the job evaluation process so that you gain their buy-in. d. Lower-value jobs appear to be compensated above market rates. Many team compensation plans make too many allowances for uncontrollable elements. 2022 Copyright MaRS Discovery District.
This will act as the foundation for your job evaluation plan. Conversely, a job that requires general administration Copyright Cengage Learning. Could the pay objective of regulatory compliance ever conflict with other pay objectives, such as consistency, competitiveness, or employee perceptions of fairness? pay, Which term refers to the actual minimum and maximum pay rate, in dollar terms, for all the jobs that fall in a
Each pay grade has been divided into four parts based on the salary range associated with the pay grade, and an individual's salary determines which quartile they belong to. duties and responsibilities could be more accurately described and evaluated. Which of the following is exemplified in, Which one of the following statement is not true about craft unions. a. An approach to job analysis that involves constructing a list of task statements, or descriptions of specific a job. His manager fires him, although this was the first instance of Franco arriving late at, Triano Brothers, an insurance firm, follows an administrative procedure for measuring the relative worth of its jobs. value jobs. individuals at the bottom of a salary range should receive higher percentage pay increases than individuals at the top of the All Rights Reserved, Helps your startup determine the internal value of a job so you can assign the appropriate salary level (use benchmark data to ensure the pay aligns with the same jobs worth externally), Defines the compensable factors (e.g., skills, responsibilities, working conditions) to assess the relativity of jobs within a company, Is required by pay equity legislation in Ontario for all organizations with 10 or more employees, Skills (years of experience, level of education and overall ability). a. What does a 1 (negative one) correlation coefficient mean? Annually adjusting base pay using the Consumer Price Index, Relying on external market rates to set the internal pay structure, The point where supply and demand labor curves cross, Combining jobs into a broader market band, Paying rates that re ect product market conditions. (as defined by the Americans with Disabilities Act). The first digit in the pay grade represents the job family that the pay grade is associated with. c. It helps to establish market rates for jobs. Download this guide to discover the benefits of expanding your supply chain to Southeast Asia. The parts of a job that cannot be assigned to another employee, or activities that an individual that This provides the opportunity to test for goodness of fit between the job evaluation points and market responsibility. The point factor method is the most commonly used approach to job evaluation. a. Upper Saddle River, NJ: Prentice Hall. as a result of the type of pay system favoured by unions, employees are more inclined. The pay policy line is used to establish which pay structure component? a. defining the factors, Which approach for deriving factor weights tends to be seen as being rather complex and difficult to understand? When needs are not met, they become frustrating. One of the classes into which jobs of the same or similar values are grouped. The total point value of duties and responsibilities, outcomes of the performance of these duties and responsibilities, d. Poor benchmark jobs were used to establish pay grades. The lump-sum cafeteria approach offers expatriates more choices. b. A group of jobs involving work of the same nature but requiring different skill and responsibility pay for executives is supposed to be tied to the: which of the following statements is (are) supported by compensation research evidence? Job evaluation methods vary dramatically between competitors in the same industry. monitor budgeted versus actual increases. the organization values each factor. It is possible to have many point bands, but 10 is usually enough for even large organizations. assigned pay grade and salary range. system to a performance based compensation system. b. the relationship of job evaluation results to market pay rates, c. the relationship of job evaluation results to a firms pay They are consistently applied to all employees. Information about market pay that has been collecting through a systematic process of reviewing the compensation to complete Missouri State University's transition from an across-the-board compensation Determine if the wrong factors have been included in the job evaluation Which of the following could be included in d. A living wage is two times the minimum wage. b. Compensable factors should re ect what the organization values in the work. a. benchmark jobs. test the system. over multiple units would receive a higher degree level rating than a job that requires jobs) to indicate whether or not they perform a task, and if so, the frequency, difficulty, they are the characteristics of a job that a firm values and chooses to pay for. Examples of compensable factors used in the evaluation Which statement best explains how to establish pay grade sizes using the equal interval approach? range. not connect. Which statements about compensable factors is (are) correct? Pay grades make it difficult to justify and explain pay rates to employees. a. An equal approach method was used to establish pay grades. a. Check increases with pay increase guidelines. perform the job. A lead policy maximizes the ability to attract and retain quality employees. In scaling the factors, the objective is to Compensation Management in a Knowledge-Based World, 8th Edition. Strategy and cultural values of the organization. Red-circled refers to the relationship between an individual's actual pay with their d. Similar jobs are grouped into the same grades. a. If so, how would you deal, Assume you are the human resource manager of a technical college operating in a South Pacific country. percentage. c. Adjust the point totals of the outlier jobs to improve the correlation coefficient. Conventional methods of job analysis rely heavily on the analysts interpretations. A factor found in equal amounts in all jobs would not have value as a basis of comparison. of jobs at Missouri State University include the experience and/or education required c. The minimum wage tends to be higher than a living. Job evaluation is often seen as a cumbersome, complicated and time-consuming process, especially for small companies without a human resources (HR) staff to support it. After plotting a regression (market line), you determine that the slope is very steep. Increase the grade widths for higher-value jobs but not necessarily by an equal c. Your regression equation has a very steep upwards slope. A job refers to the combination of duties and responsibilities that are carried The quartile Some team compensation plans are too complex. One-fourth of a salary range associated with a pay grade. Job Family 4 includes executive, managerial, a. a. A job evaluation plan is a tool that helps your startup determine the internal value of a job in order to assign the appropriate salary level. To be useful in comparing jobs, compensable factors should possess the following attributes: A job analysis describes a job. The job evaluation plan defines the compensable factors used to assess the relativity of jobs within an organization. Having a job evaluation plan will enable you to compare female and male jobs according to their job value, to ensure pay equity. The textbook identifies four possible pitfalls associated with the point method of job evaluation.
The second digit identifies the grade level Each job family has its own set of pay grades and associated salary ranges, and the midpoint of each salary range represents the market pay for jobs in that pay grade. b. of equity dictate that when individuals are at similar levels of performance, those See pages. within a compensable factor has an associated number of job evaluation points that, when totaled for each job, creates an internal hierarchy of jobs and, used in combination with salary survey data, can help to determine the salary range of a job. Compensable factors are a central part of the point method.
End of preview. The good news is that with some guidance, the job evaluation process can be simplified and understood by executives and employees. Each job family at the University has its own job evaluation plan because of the unique nature of Which practice is a threat to the integrity of the job evaluation system? Identify and briefly describe the main steps in developing a job evaluation system using the point method. and for reliability (i., if the results come out the same when the system is applied by A living wage tends to be higher than the minimum wage. Work consisting of responsibilities and duties that are sufficiently alike to justify obtaining consistent results regardless of the job analysis method used is a measure of: A. Validity Which of the following statements is true of compensable factors? new job descriptions that more accurately reflect the work that is performed by individuals in Job Family an individual belongs to and their performance evaluation are used in the Compensation Matrix to determine the percentage pay increase they will receive for the year. A job is evaluated using the job evaluation plan that is associated with the job family that it belongs to. An egalitarian form of organization has many different levels. to more than one employee (i.e., the job of Administrative Assistant II is held by performance evaluation scores, and (2) the lower they are in their salary ranges. Job Families 1, 2, and 3 each had one Job Evaluation Job evaluation is based strictly on the minimum requirements and essential duties and responsibilities of a job, and not on the level of performance of an individual in a job. All the following are forms of pay eXCept: evidence of the usefulness of a job evaluation method can be measured by all of the following eXCePt: the theory that states people behave as if they cognitively evaluate what behaviors are possible in relation to the value of rewards offered in an exchange is the: Unequal pay for equal work may be justi ed through af rmative defenses which include all the following eXCept: D is the correct answer. performance-based pay can affect results. A lag policy, or offering rates lower than competitors, is primarily relevant to employers that want to attract and retain older employees. The Compensation Matrix embraces two principles. A change in a position's job title and/or pay grade based on a significant change in job duties and the level of responsibility, as revealed The job evaluation plan is a document that contains the compensable factors, degree levels, and job evaluation points that are used in job evaluation. Higher-order needs become motivating after lower-order needs have been met. assigned pay grade and salary range. training, physical abilities, and other skills and abilities. Heneman, H.G. True, Job evaluations help to establish internal equity. paid by other employers and is used to design pay grades and salary ranges. within the job family. The salary range is based on salary survey data for the jobs in each pay grade, where the minimum of the salary range approximates the 25th percentile of market pay, the midpoint approximates market pay, and the maximum approximates the 75th percentile of market pay of all jobs in the pay grade. There is an inverse relationship between job evaluation points score and pay Creating a job evaluation plan involves a number of steps: If your startup has 10 jobs and four jobs have 100 to 250 points, with four others having 250 to 400 points and the last two having 400 to 600 points, you would have three point bands. relative contribution to achieving the organization's objectives. the german system encourages the use of pay as a strategic tool. determine validity (i., if the system is actually a true measure of relative job worth) They must be observable. create a scale for each factor that reliably measures the extent to which that factor is being equal, individuals receive greater percentage pay increases (1) the higher their pitfalls would include a situation whereby the factor is poorly defined, creating a situation in which the evaluator is not money. If an employee is "red-circled," this indicates that the individual is being paid A device that formally incorporates both individual performance ratings and pay equity Identify the correct statement on the effects of unionism on company performance. They need to fit the organization. All the following are alternatives to the balance sheet approach commonly used in setting expatriate compensation eXcept: is the correct answer. A compa-ratio less than 1.00 means that employees in the range are paid on average below the midpoint or that pay is less than intended policy. does not require an individual to exercise supervision over others, then that job clear what the factor is designed to pick up? c. Reduce the number of pay grades by creating large bands. E is the correct answer. Job Evaluation that when determining the degree level of a job, only the minimum requirements and essential duties and responsibilities of the job be considered, not the attributes of the individual in the job. It gives the relative value of jobs. The job relativity can be aligned with the external worth of the same jobs by reviewing benchmark data (described in more detail below). A lead policy may, in the short run, mask managerial problems. at the University was carried out by several committees of job incumbents and supervisors What possible conclusion can you c. It tends to lead to skinny pay grades. True, Under pay equity legislation, organizations need to evaluate three out of the four main categories of compensable Life insurance is seldom offered by organizations as an employee bene t. Most employee bene t life insurance premiums are paid completely by the employer. grades. All organizations in Ontario with 10 or more employees are responsible to ensure that they meet Ontarios pay equity legislation, so it is necessary for even small companies in the province to have a job evaluation plan. The company, which operates 5000 stores and employs more than 1.5 million people in the United States, is trying to stay ahead towards, RQ3. The second principle is that standards Determining the relative weight for each factor is based on how True, Reliability of the job evaluation system means that the system will produce the same results even if different evaluators A summary of the most important features, or essential duties and responsibilities, of a job. different evaluators). Browse over 1 million classes created by top students, professors, publishers, and experts. d. Jobs with significantly different scores end up in the same band.. This would equate to three job levels in the hierarchy. Check that benchmark jobs are equivalent to market comparator jobs. There is a positive relationship between job evaluation points score and pay levels. Scaling involves breaking down the factors into major categories (i., universal make from observing the slope of the regression line? pay for jobs at the University was determined using salary survey data from a variety of sources including, but not limited to: CUPA, AIM, and Salary.com. a. Milkovitch, G. T. & Newman, J.M. pay grade number 3 is $60,000. Ranges are too narrow and/or there are not enough pay a. McGraw-Hill/Irwin.
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