Job Analysis Doc And Eval 1

23 Questions | Total Attempts: 305

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CCP Quizzes & Trivia

This test is for module 1 of the "Job Analysis, Documentation, and Evaluation" exam for the Certified Compensation Professional Exam (CCP).


Questions and Answers
  • 1. 
    What are the two elements of compensation?
    • A. 

      Fixed, Variable

    • B. 

      Discretionary, fixed

    • C. 

      Fixed, Changeable

    • D. 

      Discretionary, Non-Discretionary

  • 2. 
    What is fixed pay?
    • A. 

      Non-discretionary compensation that does not vary according to performance or results.

    • B. 

      Non-discretionary compensation that varies according to performance or results.

    • C. 

      Compensation that never changes

    • D. 

      Compensation that is targeted only to certain groups.

  • 3. 
    What is variable pay?
    • A. 

      Compensation contingent on discretion.

    • B. 

      Compensation contingent on performance.

    • C. 

      Compensation that changes regularly

    • D. 

      All of these answers.

  • 4. 
    What are the compenents to the Total Rewards Model?
    • A. 

      Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities

    • B. 

      Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities

    • C. 

      Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities

    • D. 

      Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities

  • 5. 
    The design process for a Total Rewards Program begins with:
    • A. 

      The corporate mission or vision

    • B. 

      Analyzing the program

    • C. 

      Program design

    • D. 

      The corporate strategy

  • 6. 
    Compensation philosophy can best be described as:
    • A. 

      What the organization believes about how people should be payed

    • B. 

      Socrates' ideas about compensation

    • C. 

      The principles that guide the design, implementation and administration of a compensation program

    • D. 

      Test maker is stupid and tricky comrade. Brak this.

  • 7. 
    Compensation strategy can best be described as:
    • A. 

      The principles that guide the design, implementation and administration of a compensation program

    • B. 

      Pay strategery

    • C. 

      What the organization believes about how people should be payed

    • D. 

      Test maker... prepare to meet your maker.

  • 8. 
    The strategies for Market Position are:
    • A. 

      Lead, Lag, Lead-lag

    • B. 

      Lead, Lag, Lag-lead

    • C. 

      Leader and Trailing

    • D. 

      CCP are sekret communist test comrade.

  • 9. 
    The most common objectives for a Compensation Program are __________ and _________.
    • A. 

      Internally equitable, Externally competitive

    • B. 

      Externally equitable, Internally competitive

    • C. 

      Understandable, Legally defensible

    • D. 

      Understandable, Affordable

  • 10. 
    What are the steps for desiging a Base Pay Structure?
    • A. 

      Job Analysis, Job documentation, Job Evaluation, Job worth heirarchy, Base pay structure

    • B. 

      Analyze the job, Document the job, Evaluate the job, Job worth heirarchy, Base pay structure

    • C. 

      Analyze the job, Evaluate the job, Job worth heirarchy, Base pay structure

    • D. 

      Analyze the job, Document the job, Job worth heirarchy, Base pay structure

    • E. 

      None of these

  • 11. 
    To complete the job evaluation process you need to complete the following:
    • A. 

      Job analysis and job documentation

    • B. 

      Job Evaluation and Base pay structure

    • C. 

      Analyze the job

    • D. 

      None of the above

  • 12. 
    Job analysis is best described as something that _________?
    • A. 

      Provides key information about the nature of and level of work performed.

    • B. 

      Includes written information about job content or the functions of the job and required knowledge

    • C. 

      Creates a job worth hierarchy using market data or job content

    • D. 

      Illustrates where each job fits, relative to other jobs.

    • E. 

      None of these

  • 13. 
    Job documenation is best described as something that _________?
    • A. 

      Provides key information abut the nature of and level of work performed.

    • B. 

      Creates a job worth hierarchy using market data or job content

    • C. 

      Illustrates where each job fits, relative to other jobs.

    • D. 

      Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).

    • E. 

      None of these

    • F. 

      All of these

  • 14. 
    Job evaluation is best described as something that _________?
    • A. 

      Creates a job worth hierarchy using market data or job content

    • B. 

      Provides key information abut the nature of and level of work performed.

    • C. 

      Illustrates where each job fits, relative to other jobs.

    • D. 

      Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).

    • E. 

      None of these

    • F. 

      All of these

  • 15. 
    Job worth hierarchy is best described as something that _________?
    • A. 

      Illustrates where each job fits, relative to other jobs

    • B. 

      Provides key information abut the nature of and level of work performed.

    • C. 

      Creates a job worth hierarchy using market data or job content

    • D. 

      A framework for pay decisions.

    • E. 

      None of these

    • F. 

      All of these

  • 16. 
    Base pay structure is best described as something that _________?
    • A. 

      The final step in the base pay structure design.

    • B. 

      Is built after the job worth hierarchy is created.

    • C. 

      Is used as framework for pay decisions.

    • D. 

      None of these

    • E. 

      All of these

  • 17. 
    Which best describes a Job worth hierarchy?
    • A. 

      Illustrates where each job fits, relative to other jobs.

    • B. 

      Forms the basis for grouping jobs of similar value together.

    • C. 

      Helps establish a salary structure.

    • D. 

      None of these

    • E. 

      All of these

  • 18. 
    Compensation can best be described as _________?
    • A. 

      Cash provided by an employer to an employee for services rendered.

    • B. 

      A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace.

    • C. 

      The alignment and assessment of organizational, team and individual efforts toward the achievement of business goals. Also gives special attention to employee actions, efforts, behavior or performance.

    • D. 

      Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.

    • E. 

      None of the above

    • F. 

      All of the above.

  • 19. 
    Benefits can best be described as _________?
    • A. 

      Progams that an employer uses to supplement the cash compensation an employee receives.

    • B. 

      Cash provided by an employer to an employee for services rendered.

    • C. 

      A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace

    • D. 

      All of the above.

    • E. 

      None of the above.

  • 20. 
    Work-life can best be described as _________?
    • A. 

      A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace.

    • B. 

      Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.

    • C. 

      The alignment and assessment of organizational, team and individual efforts toward the achievement of business goals. Also gives special attention to employee actions, efforts, behavior or performance.

    • D. 

      All of the above

  • 21. 
    "Development and career opportunities" is the alignment and assessment of organizational, team and individual efforts toward the achievement of business goals.  Also gives special attention to employee actions, efforts, behavior or performance.
    • A. 

      True

    • B. 

      False

  • 22. 
    At the end of the Total Rewards Design Process you should return to Business Strategy.
    • A. 

      True

    • B. 

      False

  • 23. 
    At the end of the Total Rewards Design Process you should return to Corporate Vision or Mission.
    • A. 

      True

    • B. 

      False

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