Exam C2 Realistic Dumps Verified Questions Free [Mar 17, 2024]
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The C2: Job Analysis - Documentation and Evaluation certification exam is divided into two parts: The first part focuses on developing expertise in job analysis and how to document the results. The second part of the program focuses on evaluating the results you document. Through this certification process, students learn how they can match the right people to the right position and promote job satisfaction.
The C2 Certification Exam covers a wide range of topics related to job analysis, including job documentation, job evaluation, and job pricing. It also covers the legal and regulatory aspects of job analysis, as well as the different methods and techniques used in conducting job analysis. C2 exam is designed to test the candidate's knowledge and understanding of these topics, as well as their ability to apply that knowledge in real-world situations.
NEW QUESTION # 27
Employee representatives are important in the job analysis process because it depends on company policy.
- A. True
- B. False
Answer: B
NEW QUESTION # 28
How should duties and responsibilities be described on a standard job description?
- A. At a 12th grade reading level
- B. With generic terms rather than proprietary names
- C. With words that have multiple meanings
- D. In past tense and passive voice
Answer: B
NEW QUESTION # 29
What job specification describes what the employee should be able to do based on his or her experience of training?
- A. Abilities
- B. Behaviors
- C. Knowledge
- D. Skills
Answer: D
NEW QUESTION # 30
Which of the following statements is most accurate regarding the market-based job evaluationmethod?
- A. Jobs may be slotted using job content if there is insufficient market data.
- B. The emphasis for evaluating jobs is based on the internal value of the different jobs within the organization.
- C. The relative value of jobs is determined primarily by the nature and level of work.
Answer: A
NEW QUESTION # 31
Analysts are important in the job analysis process because ____________.
- A. None of the above.
- B. They can provide a more objective and consistent approach to analyzing job content
- C. They can provide important validation of incumbent input
- D. They may have the most detailed information about their own duties and responsibilities
Answer: B
NEW QUESTION # 32
What is one of the advantages of using a jobevaluation committee to evaluate jobs?
- A. The job evaluation process can be completed more quickly and efficiently.
- B. Committee members can clarify job content information found in job documentation.
- C. The decisions made are less likely to be affected by turf issues and incumbent bias.
- D. Committee members can dedicate whatever time is needed to accomplish the evaluation prior to the deadline.
Answer: B
NEW QUESTION # 33
Work-life can best be described as _________?
- A. All of the above
- B. A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to helpemployees achieve success within and outside the workplace.
- C. Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.
- D. The alignment and assessment of organizational, team andindividual efforts toward the achievement of business goals. Also gives special attention to employee actions, efforts, behavior or performance.
Answer: B
NEW QUESTION # 34
What best describes an important factor that should be considered when selecting a job evaluation strategy?
- A. The research results on the reliability of different approaches
- B. The availability of a qualified consultant to assist with design and implementation
- C. The prevalence of the strategy among industry competitors
- D. The relative emphasis on either internal equity or external competitiveness
Answer: D
NEW QUESTION # 35
Which of thefollowing best characterizes job descriptions?
- A. A tool used to eliminate redundant positions
- B. A universally accepted style and format
- C. A requirement for the implementation of a pay program
- D. A summary of the most important features of a job
Answer: D
NEW QUESTION # 36
At the end of the Total Rewards Design Process you should return to Corporate Vision or Mission.
- A. False
- B. True
Answer: B
NEW QUESTION # 37
Which of the following is considered one of the generic compensable factor groups?
- A. Working conditions
- B. Values
- C. Behavior
- D. Knowledge
Answer: A
NEW QUESTION # 38
Base pay structure is best described as something that _________?
- A. The final step in the base pay structure design.
- B. None of these
- C. Is used as framework for pay decisions.
- D. Is built after the job worth hierarchyis created.
- E. All of these
Answer: E
NEW QUESTION # 39
The strategies for Market Position are:
- A. Lead, Lag, Lag-lead
- B. CCP are sekret communist test comrade.
- C. Lead, Lag, Lead-lag
- D. Leader and Trailing
Answer: C
NEW QUESTION # 40
When would the paired-comparison approach be preferred over the simple ranking approach?
- A. When the cost of simple ranking becomes prohibitive
- B. When evaluating a larger number of jobs
- C. When there is a need for accuratemarket data
- D. When there is insufficient information on job content
Answer: B
NEW QUESTION # 41
Employee representatives are useful, but not mandatory in the jobanalysis process.
- A. False
- B. True
Answer: B
NEW QUESTION # 42
What is fixed pay?
- A. Compensation that never changes
- B. Non-discretionary compensation that varies according to performance or results.
- C. Compensation that is targeted only to certain groups.
- D. Non-discretionary compensation that does not vary according to performance or results.
Answer: D
NEW QUESTION # 43
Corporate mission or vision is the first step to building the job worth hierarchy.
- A. True
- B. False
Answer: B
NEW QUESTION # 44
What are the two quantitative job evaluation methods?
- A. Job component and point factor
- B. Market-based and job content
- C. Ranking and classification
Answer: A
NEW QUESTION # 45
Job worthhierarchy is best described as something that _________?
- A. Illustrates where each job fits, relative to other jobs
- B. None of these
- C. All of these
- D. A framework for pay decisions.
- E. Provides key information abut the nature of and level of work performed.
- F. Creates a job worth hierarchy using market data or job content
Answer: A
NEW QUESTION # 46
Job documenation is best described as something that _________?
- A. Illustrates where each job fits, relative to other jobs.
- B. All of these
- C. Includes written information about job content or the functions of the job and required knowledge, skills and abilities (KSAs).
E None of these - D. Provides key information abut the nature of and level of work performed.
- E. Creates a job worth hierarchy using market data or job content
Answer: C
NEW QUESTION # 47
Jobanalysis can be best described as _________?
- A. A systematic process for obtaining important and relevant information about each distinct role played by one or more employees. This includes duties and responsibilities, and worker characteristics.
- B. All of the above
- C. A basis for performance appraisal based on job-related standards.
- D. None of the above
- E. He systematic, formal study of a job
Answer: A
NEW QUESTION # 48
What are some ways to encourage effective communication when working with unions / employee representatives?
- A. All of the above
- B. Discuss joint participation if appropriate
- C. Describe the project to anythird-party representatives
- D. Emphasize the role of job analysis
- E. Determine the level of participation
- F. Discuss the various approaches
Answer: B
NEW QUESTION # 49
What should one do when selecting compensable factors?
- A. Identify measures used for evaluating performance
- B. Identify the organization's internal values
- C. Identify the top performers in the job group
- D. Identify several measures for each job characteristic
Answer: B
NEW QUESTION # 50
The design process for a Total Rewards Program begins with:
- A. The corporate mission or vision
- B. Analyzing the program
- C. Program design
- D. The corporate strategy
Answer: A
NEW QUESTION # 51
What are the principal types of job documentation?
- A. Employee handbooks and job posting data files
- B. Market-based andjob content-based
- C. Job analysis questionnaires, job family matrices and job descriptions
Answer: C
NEW QUESTION # 52
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