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Author Question: What are the considerations for choosing between a single versus multiple job evaluation methods? ... (Read 72 times)

ss2343

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on: Jul 7, 2018
What are the considerations for choosing between a single versus multiple job evaluation methods?
 
  What will be an ideal response?

Question 2

Developing internally consistent job structures affects the competitive strategy of a company. Which of the following is a potential constraint on competitive strategy?
 
  A) reducing a company's rigidity to respond to moves by the competition
  B) potentially causing the definition of jobs to become less fluid
  C) leading to less routinization
  D) potentially creating far more bureaucratization within an organization
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tdewitt

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Reply #1 on: Jul 7, 2018
Answer to Question 1

Answer: Compensation professionals must determine whether a single job evaluation technique is sufficiently broad to assess a diverse set of jobs. In particular, the decision is prompted by such questions as, Can we use the same compensable factors to evaluate a forklift operator's job and the plant manager's job? If the answer is yes, then a single job evaluation technique is appropriate. If not, then more than one job evaluation approach should be employed. It is not reasonable to expect that a single job evaluation technique, based on one set of compensable factors, can adequately assess diverse sets of jobs (i.e., operative, clerical, administrative, managerial, professional, technical, and executive). A carpenter's job is clearly distinct from a certified public accountant's position because manual dexterity is an important compensable factor that describes carpentry work and is not nearly as central to an accounting position.

Answer to Question 2

Answer: D


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ss2343

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Reply #2 on: Jul 7, 2018
Thank you


tdewitt

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Reply #3 on: Jul 7, 2018
No problemo


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