Chapter 6 - Person Based Structures

The roots of job-based pay structures are traced to?

Frederick Taylor

Routine work is also termed?

Transactional work

Core competencies are often linked to ______ that express an organization's philosophy, values, business strategies, and plans

mission statements

According to Frito-Lay's list of competencies for managerial work, the behavior of modeling, teaching, and coaching company values is linked to the _____ competency dimension?

doing it the right way

Which of the following is an advantage of skill-based pay plans?

A. They guarantee a low rate of employee turnover

B. They aid in deploying workers in a way that better matches the workflow

C. They are less expensive than job-based plans

D. They are viewed more favorably by courts than any other type of pay plans

B. They aid in deploying workers in a way that better matches the workflow

The majority of applications of skill-based pay have been in?

Manufacturing industries

An employee's focus in a job-based approach is to?

Seek promotion to earn more pay

Compensable factors, skill blocks, and competency sets are used for?

Determining what to value

Employees in a multi-skill system earn pay increases by?

Acquiring new knowledge

Which is least likely to be used in establishing skill-based certification methods?

College degree

What is a crucial factor that affects the perception of fairness of a skill-based plan?

The design of the certification process

A camper is an employee who ____ jobs in a skill-based pay system

does not want to rotate

Skill-based pay plans tend to work best in organizations using a ____ strategy

cost-cutter

_____ are the observable behaviors that indicate the level of competency within each competency set

Competency indicators

What do competency sets do?

Translate each core competency into action

The process of identifying competencies in person-based structures resembles identifying ______ as part of job evaluation in job-based structures

compensable factors

_____ make competencies a risky foundation for a pay system

Vagueness and subjectivity

The organization specific group for classifying competencies generally includes _____

customer orientation

Leadership, customer orientation, and functional expertise are examples of which group of competencies?

A. Personal characteristics

B. Visionary

C. Organization specific

D. Team dynamics

C. Organization specific

Competencies are derived from the _____ beliefs about the organization and its strategic intent

executive leadership's

The reliability of job evaluation techniques is measured by?

Determining if different evaluators produce the same results

Who among the following is examining the validity of a job evaluation?

A. Keira, who is measuring the degree to which the job evaluation plan matches an agreed upon pay structure for benchmark jobs

B. Laila, who is measuring the effectiveness of a formal appeals process

C. Keith, who is surveying employee attitudes about the job evaluation plan

D. Rita, who is requesting the management for a reanalysis and a reevaluation of the required skills as she feels her job has been evaluated incorrectly

A. Keira, who is measuring the degree to which the job evaluation plan matches an agreed upon pay structure for benchmark jobs

A study of 400 compensation specialists revealed that:

Market data had a substantially larger effect on pay decisions than job evaluation data

Which of the following is the reason why skill-based pay plans have maximum flexibility?

A. They pay employees for the highest level of skill they have achieved regardless of the work they perform

B. They focus on placing the right people in the right job

C. They only pay as much as the work performed is worth, regardless of any greater skills the employee may possess

D. They encourage employees to focus on how to get promoted rather than on how to get the required competencies

A. They pay employees for the highest level of skill they have achieved regardless of the work they perform

Managers whose employees use ____ plans focus on placing the right people in the right job

job-based

A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may possess.

job-based