What are the considerations for choosing between a single versus multiple job evaluation methods?
What will be an ideal response?
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.
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Which of the following is an incorrect statement regarding an economic strike?
A) An economic strike is a protected activity. B) As a general rule, once an economic strike is over, strikers are entitled to return to their jobs. C) Employers are not allowed to fill economic strikers' jobs while the strike is taking place. D) If permanent replacement workers are hired, strikers are not entitled to return to their jobs.
A point of etiquette to keep in mind when sending e-mail is that
A) rules of etiquette do not apply to e-mail. B) the way in which you send a message tells something about you. C) using line justification is a heavy insult. D) salutations such as "Dear ________" are now regarded as poor etiquette.