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Compensation Tool
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Compensation Job Analysis Quiz
Test 1
Test 2
Test 3
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
Ready to send
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
