PRE-TEST: JOB EVALUATION AND SALARY STRUCTURE DESIGN

Everything a person receives from an employer in return for work performed.

a. Total rewards

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b. Tangible rewards

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c. Intangible rewards

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d. Base pay

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This benefit consists of compensation such as base pay, incentives, paid time off, etc.

a. Total rewards

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b. Tangible rewards

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c. Intangible rewards

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d. Base pay

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This reward package consists of continuing education, learning development, and promotions.

a. Compensation

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b. Benefits

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c. Work life

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d. Career development

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Prior to job evaluation, reviewing the ______ is a must.

a. Appraisal system

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b. Job description

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c. Organizational hierarchy

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d. Succession program

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After looking into the reasons why employees leave the company, the next step is to check the outside industry whose salary structure the organization can compete with. What step is this?

a. Strategic direction

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b. Talent attrition and data

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c. Benchmarking (external equity)

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d. Reviewing external job descriptions

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The _____ has to be reviewed in order to check if the organization wants to lead with the compensation trend, if they are lagging, or if they want to follow the existing compensation trend in the

a. Compensation philosophy

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b. Job evaluation

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c. Job analysis

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d. Organizational hierarchy

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This is the output of reviewing the job description of a position.

a. Compensation philosophy

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b. Job evaluation

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c. Job analysis

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d. Organizational hierarchy

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8. This is the systematic process of determining the relative worth of job.

a. Compensation philosophy

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b. Job evaluation

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c. Job analysis

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d. Organizational hierarchy

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This is a job evaluation technique that consists of compensable factors with assigned weights and points.

a. Ranking

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b. Classification

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c. Point factor

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d. Comparison

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“Compensable factors differ between individual contributor vs. management positions.”

a. True

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b. False

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We are working to achieve the SDGs and realize a sustainable society.

PRE-TEST: JOB EVALUATION AND SALARY STRUCTURE DESIGN

PRE-TEST: JOB EVALUATION AND SALARY STRUCTURE DESIGN

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