Job Analysis & Evaluation Methods Flashcards
7 cards from real CCP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Job Analysis & Evaluation Methods flashcards as text
A major limitation of the job ranking method is that it:
Answer: Provides no measurable differences between job ranks
Job ranking only establishes ordinal order; it does not quantify how much more valuable one job is than another.
In the point-factor method, the degree of a compensable factor refers to:
Answer: The level of that factor present in a specific job, expressed as a numeric value
Each compensable factor is subdivided into degrees representing increasing levels of that factor, and each degree carries a specific point value.
Which of the following best describes 'internal equity' in compensation?
Answer: Ensuring pay relationships among jobs within the organization reflect their relative worth
Internal equity means the pay hierarchy within the organization is perceived as fair relative to the value and complexity of each job.
A survey questionnaire sent to all job incumbents asking them to rate the frequency and importance of task statements best describes which job analysis approach?
Answer: Task Inventory / Questionnaire approach
The task inventory approach uses structured questionnaires listing specific tasks for incumbents to rate on dimensions like frequency and importance.
The Position Analysis Questionnaire (PAQ) is considered a 'worker-oriented' job analysis instrument because it:
Answer: Measures generalized human behaviors required across many types of jobs
The PAQ uses behavior-based elements applicable across diverse occupations, making it worker-oriented rather than task-specific.
Which statement accurately describes the relationship between job analysis and job evaluation?
Answer: Job analysis provides the factual foundation upon which job evaluation is based
Job analysis gathers objective data about job content, which then serves as the input for the job evaluation process that determines relative worth.
When slotting a new job into an existing pay structure without conducting a full evaluation, the primary risk is:
Answer: Internal inequity if the job is placed in the wrong grade
Slotting based on superficial comparisons can misplace a job in a grade that doesn't reflect its true value, creating internal pay inequities.