HRIR 3051 QUIZ 1 TEST BANK
EXAM ANSWERS GIVEN BEFORE
THE QUESTION
What is & What should be - Answer-When it comes to the cultural assessment process,
it is important to identify the gaps between ____________ & ____________.
Latitude - Answer-Cost structure impacts ___________.
Total Compensation Strategy - Answer--Designed to fit culture, internal and external
realities, organization's strategy, and HR strategy.
-Designed to attract, retain, and motivate high performers in critical roles.
Behavior - Answer-Strategy drives ___________.
-Base pay
-Short-term incentives
-Long-term incentives
-Benefits
-Work Environment - Answer-What are the elements of Total Compensation?
Compensation Theory - Answer-Supply and demand will interact to provide a 'price' for
a set of knowledge, skills, and abilities.
Economic & Psychological - Answer-Employment is an _________ & ________
exchange.
JOB TITLES. (you must see what they do-- Job description) - Answer-DO NOT ASSIGN
WORTH TO __________________.
Job Analysis - Answer-Systematic processes of collecting relevant, work-related
information related to the nature of a specific job.
-Establish similarities and differences in the content of jobs.
-Assist in establishment of an internally equitable job structure. - Answer-What are the
critical uses of job analysis?
-Checklists
-Job postings
-A personal statement
-A value statement - Answer-Job descriptions are NOT:
, Postion - Answer-The work of an individual employee
Job - Answer-The work of reasonably comparable positions
Job Family - Answer-A collection of similar jobs performing the same function
-Key duties and responsibilities
-Position in the organization
-Education/ experience
-Knowledge, skills, and abilities (KSAs)
-Supervision
-Working conditions
-Scope of authority - Answer-What information should you collect for job analysis?
Meaningful - Answer-For information to be accurate, it must be __________________.
Non-Discriminatory - Answer-Job information must be based upon real world
information such as:
-Minimum qualifications
-Working conditions
-KSAs
-Bona Fide Occupational Qualifications (BFOQs)
Legality Issues - Answer-Job descriptions are essential especially when dealing with
____________________.
Accuracy - Answer-__________ is the most important validity issue.
-Purpose
-Level
-Role - Answer-Job titles describe a job's:
Job Titles - Answer--Conforms with organizational, industry, and or professional norms
-Communicates to external and internal audiences in a consistent manner.
Organization perspective: Cost
-Don't want to pay any more or less than you should for a job.
-Pay job it's value to the company
-Recognize hierarchy
Employee perspective: Fairness
-How a job ranks internally is a determinant of pay potential
-Compensation is the employee's only source of income- it is important
-Internal fairness is more important than external fairness to employees - Answer-Why
care about alignment of jobs from an organization & employee perspective?
EXAM ANSWERS GIVEN BEFORE
THE QUESTION
What is & What should be - Answer-When it comes to the cultural assessment process,
it is important to identify the gaps between ____________ & ____________.
Latitude - Answer-Cost structure impacts ___________.
Total Compensation Strategy - Answer--Designed to fit culture, internal and external
realities, organization's strategy, and HR strategy.
-Designed to attract, retain, and motivate high performers in critical roles.
Behavior - Answer-Strategy drives ___________.
-Base pay
-Short-term incentives
-Long-term incentives
-Benefits
-Work Environment - Answer-What are the elements of Total Compensation?
Compensation Theory - Answer-Supply and demand will interact to provide a 'price' for
a set of knowledge, skills, and abilities.
Economic & Psychological - Answer-Employment is an _________ & ________
exchange.
JOB TITLES. (you must see what they do-- Job description) - Answer-DO NOT ASSIGN
WORTH TO __________________.
Job Analysis - Answer-Systematic processes of collecting relevant, work-related
information related to the nature of a specific job.
-Establish similarities and differences in the content of jobs.
-Assist in establishment of an internally equitable job structure. - Answer-What are the
critical uses of job analysis?
-Checklists
-Job postings
-A personal statement
-A value statement - Answer-Job descriptions are NOT:
, Postion - Answer-The work of an individual employee
Job - Answer-The work of reasonably comparable positions
Job Family - Answer-A collection of similar jobs performing the same function
-Key duties and responsibilities
-Position in the organization
-Education/ experience
-Knowledge, skills, and abilities (KSAs)
-Supervision
-Working conditions
-Scope of authority - Answer-What information should you collect for job analysis?
Meaningful - Answer-For information to be accurate, it must be __________________.
Non-Discriminatory - Answer-Job information must be based upon real world
information such as:
-Minimum qualifications
-Working conditions
-KSAs
-Bona Fide Occupational Qualifications (BFOQs)
Legality Issues - Answer-Job descriptions are essential especially when dealing with
____________________.
Accuracy - Answer-__________ is the most important validity issue.
-Purpose
-Level
-Role - Answer-Job titles describe a job's:
Job Titles - Answer--Conforms with organizational, industry, and or professional norms
-Communicates to external and internal audiences in a consistent manner.
Organization perspective: Cost
-Don't want to pay any more or less than you should for a job.
-Pay job it's value to the company
-Recognize hierarchy
Employee perspective: Fairness
-How a job ranks internally is a determinant of pay potential
-Compensation is the employee's only source of income- it is important
-Internal fairness is more important than external fairness to employees - Answer-Why
care about alignment of jobs from an organization & employee perspective?
