Complete Answers WGU D236 Exam (Latest 2023 / 2024)
A++ Exam with All New Qs & As - Guaranteed Pass!
- What is a Reward System?
Answer: Reward Systems are also mechanisms for ex- changing value
between two parties. Employees create value for the organizationthrough their work, and organizations provide value for employees through the reward systems.
- Define Job Analysis
Answer: the process of systematically analyzing positions thatresult in
completed work in organizations.
- What are the implications of Job Analysis on the compensation system?-
Answer:
1) Job Analysis, provides a process for understanding how work is organized andserves as the basis for most reward systems.2) Job Analysis will detail the knowledge, skill, and ability requirement for a job,which will have a direct connection to the reward strategy for that particular job.3) the job analysis defined the nature of the work which serves as an importantdeterminant of Fair Labor Standards Act status (exempt vs. non- exempt).4) Job Analysis provides an understanding of the nature of the work performancewhich is vital for determining the likely effectiveness of performance-based pay systems.
- What does an employee contribute to the organization to create value?
Answer: -Work 1 / 3
- What are 3 job analysis methods available to a company to analyze a
job?
Answer:
1) Traditional Interviews 2) Questionnaires 3) Panel Interview
- What is involved in the traditional interview?
Answer: The job analyst asks the jobincumbent preset questions about the
content, skills needed, and time spent onactivities in the job.
- How is the panel interview used to analyze a job?
Answer: Multiple job incumbents(and sometimes multiple job analysts) all
meet together to analyze the job. In panel interviews, the job incumbents themselves explore the agreement and contradictions in their responses.
- What analysis method does an organization use to overcome some of the
limitations of interview methods?
Answer: Questionares
- When creating a job analysis who should you speak with for input?
Answer: Insmall organizations, the information may be gathered from every
incumbent ofa given job. As the number of job incumbents per job increases, organizationstypically try to make the process more efficient by choosing a subset of the jobincumbents to be involved in the process.
- Why is it necessary to gain buy in for a job analysis to create a val-
ue-added analysis?Answer: It is important to involve people from all levels in the organi- zation, not only to increase the quality of the information, but also to obtain buy-in 2 / 3
from those who will be using it for reward decisions.
- What is the goal of a job analysis?
Answer: Understand the work involved and howit creates value (The goal is
not to evaluate the performance of any particular employee in performing that work)
- Define job design and state what is its purpose?
Answer: The process of system-atically constructing jobs to make them
functional, efficient, and motivational
- Job Title
Answer: Name by which the job is known within the company
- Job Specification
Answer: Translates the TDRs into the Knowledge, Skills, Abilities,and Other
(KSAOs) that an employee needs to perform the job at a satisfactory level
- What is included in the bulk of the job description?
Answer: Written documents that serve as the primary source of information
about jobs for many uses within the organization, and these descriptions play a key role in the design and imple-mentation of total reward systems.
- Job Family
Answer: Grouping of jobs that have similar functions or content
- What does the Fair Labor Standards Act require of organizations?
Answer: Orga-nizations determine the "employee status" of each job
- What does an Independent Contractor have the ability to do?
- / 3