Question : 51.Which of the following an administrative procedure used to measure : 1243100

 

 

51.Which of the following is an administrative procedure used to measure internal job worth using measurable factors?   

A.Job enlargement

 

B.Job description

 

C.Job design

 

D.Job specification

 

E.Job evaluation

 

 

52.A _____ system is composed of compensable factors and a weighting scheme based on the importance of each compensable factor to the organization.   

A.job analysis

 

B.job description

 

C.job design

 

D.job specification

 

E.job evaluation

 

 

53.Which of the following is the definition of compensable factors?   

A.They are jobs that are unique to organizations and that cannot be directly valued or compared through the use of market surveys.

 

B.They are the characteristics of jobs that an organization values and chooses to pay for.

 

C.They are the jobs that have relatively stable content and are common to many organizations.

 

D.They are the factors that describes the relationship between a job’s pay and its job evaluation points.

 

E.They are the jobs that are of similar worth or content grouped together for pay administration purposes.

 

 

54.Compensable factors are employee’s job characteristics that:   

A.are immeasurable.

 

B.go unrecognized by the company.

 

C.do not motivate employees to work better.

 

D.primarily lead to intrinsic motivation.

 

E.the company is willing to pay for.

 

 

55.Which of the following is the most widely used method in job evaluation that yields scores for each compensable factor?   

A.Range spread approach

 

B.Point-factor system

 

C.Market survey system

 

D.Pay policy line

 

E.Pay grade approach

 

 

56.Which of the following is true of the point-factor system?   

A.In this system, job evaluators apply a weighting method before generating scores for the compensable factors.

 

B.When a priori weights method is used, factors are weighted using expert judgments.

 

C.In a priori weights method, weights are assigned to noncompensable factors.

 

D.Multiple regression is an example of a priori weights method.

 

E.When the weights are derived empirically, factors determining pay in the labor market are excluded.

 

 

57.The _____ is a mathematical expression that describes the relationship between a job’s pay and its job evaluation points.   

A.range spread

 

B.compa-ratio

 

C.rate range

 

D.pay policy line

 

E.pay grade

 

 

58.Under the _____ approach, jobs of similar worth or content are grouped together for pay administration purposes.   

A.market survey data

 

B.pay policy line

 

C.compa-ratio

 

D.skill-based

 

E.pay grade

 

 

59.Which of the following is true of the pay grade approach to developing a pay structure?   

A.It permits greater flexibility in moving employees from job to job.

 

B.It increases the administrative burden of setting up rates of pay.

 

C.It has a range spread that is smaller at higher levels.

 

D.It ensures that all of the jobs have fair rates of pay.

 

E.It tends to contribute to reduced labor costs.

 

 

60.Which of the following is a disadvantage of the pay grade approach?   

A.The administrative burden of setting separate rates of pay for numerous employees is increased.

 

B.It is inflexible when it comes to moving employees from job to job.

 

C.Demotions are not well received in a pay-grade system when compared to a job-based system.

 

D.It might give rise to some jobs being underpaid and some being overpaid.

 

E.It does not recognize that performance difference in the higher levels has much impact on the organization.