41.A __________ is a systematic process that uses expert judgment to assess differences in value between jobs.
a.benchmark job tierc.benchmark evaluation
b.job evaluationd.compensation evaluation
42.A __________does not address employees, their performance, or their pay—only the relative size and value of a job compared to other jobs in the organization.
a.benchmark jobc.benchmark evaluation
b.job evaluationd.compensation evaluation
43.The __________ of job evaluation subjectively compares jobs to each other based on their overall worth to the organization.
a.ranking methodc.point factor method
b.job classificationd.compensable factor
44.__________ of job evaluation subjectively classifies jobs into an existing hierarchy of grades or categories.
a.The ranking methodc.The point factor method
b.Job classificationd.The compensable factor
45.The __________ of job evaluation uses a set of compensable factors to determine the value of each job.
a.ranking methodc.point factor method
b.job classification criteriad.compensable factor
46.A __________ is any characteristic used to provide a basis for judging a job’s value.
a.rankingc.point factor
b.job classificationd.compensable factor
47.A __________ must be clearly and carefully established, and the levels of each factor must mean the same to all pay rates
a.ranking methodc.point factor method
b.job classificationd.compensable factor
48.__________ is the generation of salary structures and pay levels for each job based on the job evaluation data
a.Job pricingc.Pay grade reckoning
b.Single pay rate statusd.Broadbanding
49.Under a __________ system a single market-determined rate is paid for the job.
a.job pricingc.pay grade
b.single pay rated.broadbanding
50.__________ systems are appropriate when the job doesn’t allow for a significant performance difference across employees, and when the employee is paid for time on the job or for simply completing the job as directed.
a.Job pricingc.Pay grade
b.Single pay rated.Broadbanding