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A. Job analysis
B. Market analysis
C. Performance appraisal
D. Job evaluation
A. To control employee performance
B. To control wage costs
C. To create an equitable pay structure
D. To create perceptions of equitable pay among those covered by the system
A. The terms of reference must be spelled out for the committee
B. Technical and clerical support resources need to be provided
C. The committee needs training in job evaluation and group dynamics
D. The committee has freedom to use pay grade information
A. Difficulty in preparing a usable instrument
B. Getting the instrument in the hands of employees who will complete it
C. Tendency of some employees to overestimate or underestimate the importance of the job they perform
D. The need to collate and synthesize the collected information
A. Critical incidents technique
B. Behavioral analysis technique
C. Job performance technique
D. Incident analysis technique
A. Responsibilities
B. Duties
C. Tasks
D. Task elements
A. Organizational charts
B. Employment applications
C. The Fair Labor Standards Act
D. The employee’s supervisor
A. The relative value of jobs is determined primarily by the nature and level of work
B. The emphasis for evaluating jobs is based on the internal value of the different jobs within the organization
C. Jobs may be slotted using job content if there is insufficient market data
D. None of the above
A. Job status-based rewards
B. Task performance-based rewards
C. Skill-based pay
D. Membership/seniority-based rewards
A. Job evaluation and job status-based rewards motivate employees to compete for positions further up the organizational hierarchy
B. Job evaluation and job status-based rewards strive to maintain internal equity
C. Job status-based rewards try to minimize pay discrimination
D. All of the above
A. Merit pay
B. Piece rate pay
C. Commissions
D. Profit-sharing
A. Commissions
B. Merit Pay
C. Profit-sharing
D. Piece rate
A. Using objective performance measures
B. Using 360-degree feedback to minimize biases if subjective measures are necessary
C. Applying the reward soon after the performance occurs
D. Rewarding employees who don’t meet minimum standards because performance is difficult to measure
A. Job rotation
B. Job enlargement
C. Task significance
D. Job enrichment
A. Scientific management
B. Self-leadership
C. Job rotation
D. Job status-based rewards
A. By multiplying a predetermined overhead rate by the estimated amount of the allocation base incurred by the job
B. By multiplying a predetermined overhead rate by the actual amount of the allocation base incurred by the job
C. Using the actual amount of overhead caused by each job
D. Using the normal amount of overhead caused by each job
A. Verify what refererence will say
B. Ask permission before listing a reference
C. Thank them
D. All of these
A. The name
B. Title
C. Contact information
D. All of these