Compensation Job Analysis Quiz

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Compensation Job Analysis Quiz

What is one purpose of conducting a job analysis? To document work processes to determine the scope of a job To address performance related issues for incumbents To create a job posting for an open requisition

Who should be consulted during a job evaluation analysis? Incumbents Line Managers HR Business Partners Union Representatives All of the Above

Which job specification describes natural talent or aptitude? Knowledge Abilities Behaviors Skills Grade

Which job specification defines how employees should act to support team and Company goals? Behaviors Skills Knowledge Abilities

Sally is a Software Engineering Manager. On her team she has 3 Senior Software Engineers, 2 Junior Software Engineers and 1 Quality Assurance Specialist. How Many jobs are on Sally's team? 2 6 3 5

Which of these describes the specific person's responsibilities? Position description Job description Occupation description Job level description

A benchmark job is: A job that has been market priced and has salary survey data assigned to it. A job that is commonly found in organizations and is used to develop a job worth hierarchy A job that is not typical and has to be evaluated without market data A very high level, individual contributor role that typically commands a high salary

The first step to creating a base pay structure is: Establishing a job worth hierarchy: Illustrating where jobs fit relative to eachother Conducting a job analysis: Finding key information about the nature of a job Finding Market Values: Determining the market value of all jobs Crafting Job Descriptions: Developing the written documentation that describes what each job does

A compensation strategy is the statement that describes the Organization's approach to paying people. True False

What are the two types of job evaluation? Point Factor & Job Leveling Slotting & Basing Market Data & Job Content Benchmarking & Description Evaluation

Which of the following is NOT a reason to collect market data? Analyze pay competitiveness Analyze pay trends Establish a job worth hierarchy Determine the FLSA status of a role

Market pricing is used for both executive and non-executive roles True False

When market data for a job does not exist, you would want to _________ the job disregard estimate consolidate slot

What percent of jobs in an organization should be benchmarked, when using the market-based job evaluation method? 25% 50% 60% 100%

Benchmark jobs are jobs used for hiring key roles in the industry identifying leadership roles within the organization understanding jobs that are rapidly growing in the market making pay comparisons to develop or validate a job worth hierarchy

The slowest process for collecting market data is: Reviewing published surveys Developing third-party custom surveys Conducting your own survey Finding free data sources

The most confidential type of market data is: A published survey A third-party custom survey An independent survey Free survey sources

Which answer best describes the relevant labor market? The industry your organization is in Where you hire candidates from and lose employees to Within 50 miles of your location Organizations of similar revenue and employee size

Which is the most common approach evaluating executive level roles is? Market evaluation Slotting Point Factor Internal Equity

Which of the following is NOT a true statement for market data? They should include 5 or more responses No single organization should account for more than 33% of the responses Survey data should be collected by a third party The data should be at least 30 days old

When reviewing a job, who has the most detailed information? HR Business Partners Incumbents Management Compensation Analysts Recruiting

It is always mandatory for a Union to approve a job analysis or evaluation plan. True False

Which is the first step of a job analysis? Identify the critical information that needs to be collected and where it will be collected from. Collecting and verifying the data Creating the job descriptions Evaluating the salary survey matches

Which of the following is NOT considered critical data when reviewing a job? Duties Responsibilities Education Working Conditions

There are two sources of information for collecting job information: Primary & Secondary. Primary data is described as: Information from sources other than the incumbent or manager Formal job documentation, such as job descriptions, salary reviews and job postings Information about the job retrieved from the incumbent or manager

Which of the following are NOT considered sources of secondary data? Work flow studies Organizational charts Group Interviews Job Descriptions

Which of the following is NOT a primary sources of job information? Direct observation Group Interviews Technical consultation Current Job Descriptions

Which of the following describes what a Technical Consultation is, during a job anlaysis? A formal document with a written set of questions about the job given to the incumbent A review of the job's scope by a job analyst and several experts A structured review of the job's scope and a group of incumbents An independent evaluation of the job based on data collected from stakeholders and research

During a job analysis, what is the most efficient way to collect the most data? Group interview One-on-one interview Open-Ended Questionnaires Technical Consultation Highly Structured Questionnaire

Which of the following is a disadvantage to Open-Ended Questionnaires? The questionnaires are not flexible Questions may be too difficult for incumbents to answer The questionnaires need to be tailored differently for every job Answers submitted may require follow-up

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