When job analysis is done for any human resource activity, including compensation purposes, data collected must focus on

Group of answer choices:

a)The type of training needed to perform the job effectively

b)The typical career path that encompasses this job

c)Differences in performance of incumbents holding that job

d)Advocating increased salaries for executives

e)Understanding tasks and employee skills needed for the job

State laws requiring minimum wage payments higher than federal standards

Group of answer choices::

a)Are nonexistent

b)Are allowed

c)Are limited to a maximum of 10 percent over federal standards

d)Must be approved by the United States Department of Labor

e)Can be ignored by employers in that state if they have federal contracts

Which of the following, according to Milkovich, is associated with person based structures where pay is based primarily on individual differences in job performance?

Group of answer choices:

a)Skill Based Pay

b)Point Factor Job Evaluation

c)Collective Bargaining Agreements

d)Classification Job Evaluation

e)Market Pricing

Why would a compensable factor such as working conditions probably be an unsuitable job evaluation factor for those in the human resource job family?

Group of answer choices

a)Working conditions cannot be easily observed or described when evaluating jobs

b)Like stress, people have different psychological reactions to working conditions

c)Working conditions cannot be used for non benchmark human resource jobs such as international benefits coordinators

d)There is probably too little variation in the working environment of human resource jobs for adverse working conditions to add value as a compensable factor

e)Working conditions overlap too highly with other potential factors such as knowledge or responsibility required for the job