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Guide for C2: Worldatwork Job Analysis, Documentation and Evaluation

Quiz C2: Worldatwork Job Analysis, Documentation and Evaluation

Updated on 2026/10/06

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Guide for C2: Worldatwork Job Analysis, Documentation and Evaluation

Updated on 2026/10/06

Randomized | 10 Questions per Test | 20 Minutes | 70% to pass

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Free Test

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Question: / 10

4.9

Quiz

Question 1/101/10

What are the two elements of compensation?

Select the answer:Select the answer

1 correct answer

Fixed, Variable

Discretionary, fixed

Fixed, Changeable

Discretionary, Non-Discretionary

Quiz

Question 2/102/10

What is fixed pay?

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1 correct answer

Non-discretionary compensation that does not vary according to performance or results.

Non-discretionary compensation that varies according to performance or results.

Compensation that never changes

Compensation that is targeted only to certain groups.

Quiz

Question 3/103/10

What is variable pay?

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1 correct answer

Compensation contingent on discretion.

Compensation contingent on performance.

Compensation that changes regularly

All of these answers.

Quiz

Question 4/104/10

What are the compenents to the Total Rewards Model?

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1 correct answer

Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities

Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities

Quiz

Question 5/105/10

The design process for a Total Rewards Program begins with:

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1 correct answer

The corporate mission or vision

Analyzing the program

Program design

The corporate strategy

Quiz

Question 6/106/10

Compensation philosophy can best be described as:

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1 correct answer

What the organization believes about how people should be payed

Socrates' ideas about compensation

The principles that guide the design, implementation and administration of a compensation program

Test maker is stupid and tricky comrade. Brak this.

Quiz

Question 7/107/10

Compensation strategy can best be described as:

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1 correct answer

The principles that guide the design, implementation and administration of a compensation program

Pay strategery

What the organization believes about how people should be payed

Test maker... prepare to meet your maker.

Quiz

Question 8/108/10

The strategies for Market Position are:

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1 correct answer

Lead, Lag, Lead-lag

Lead, Lag, Lag-lead

Leader and Trailing

CCP are sekret communist test comrade.

Quiz

Question 9/109/10

The most common objectives for a Compensation Program are and .

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1 correct answer

Internally equitable, Externally competitive

Externally equitable, Internally competitive

Understandable, Legally defensible

Understandable, Affordable

Quiz

Question 10/1010/10

What are the steps for desiging a Base Pay Structure?

Select the answer:Select the answer

1 correct answer

Job Analysis, Job documentation, Job Evaluation, Job worth heirarchy, Base pay structure

Analyze the job, Document the job, Evaluate the job, Job worth heirarchy, Base pay structure

Analyze the job, Evaluate the job, Job worth heirarchy, Base pay structure

Analyze the job, Document the job, Job worth heirarchy, Base pay structure

None of these

The correct answer is A.
Designing a base pay structure usually follows a sequence of steps that begins with understanding the jobs and ends with building the pay structure itself. The correct order is:
1. Job Analysis
This is the process of gathering information about a job, including its duties, responsibilities, skills, and working conditions. It helps determine what the job actually requires.
2. Job Documentation
After analyzing the job, the information is written down in a formal job description or job specification. This documentation serves as a record of the job's content and requirements.
3. Job Evaluation
In this step, jobs are assessed and compared to determine their relative value within the organization. The purpose is to establish how important or demanding each job is compared to others.
4. Job Worth Hierarchy
Based on the evaluation, jobs are ranked or grouped into an order of worth. This creates a hierarchy showing which jobs are considered more valuable or complex.
5. Base Pay Structure
Finally, the organization uses the job worth hierarchy to design the base pay structure, assigning pay ranges or salary grades to different job levels.
Why A is correct:
Option A includes all the important steps in the proper process:
Job Analysis, Job Documentation, Job Evaluation, Job worth hierarchy, Base pay structure.
Why the other options are incorrect:
B. Analyze the job, Document the job, Evaluate the job, Job worth hierarchy, Base pay structure
This is very close, but it uses less formal wording and omits the standard term "Job Analysis" and "Job Evaluation" as process names.
C. Analyze the job, Evaluate the job, Job worth hierarchy, Base pay structure
This skips job documentation, which is an important step.
D. Analyze the job, Document the job, Job worth hierarchy, Base pay structure
This skips job evaluation, which is necessary before establishing job worth.
E. None of these
This is incorrect because option A correctly describes the process.
Summary:
The correct sequence for designing a base pay structure is:
Job Analysis -> Job Documentation -> Job Evaluation -> Job Worth Hierarchy -> Base Pay Structure
So, the best answer is A.

Right Answer: A

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Quiz name:C2: Worldatwork Job Analysis, Documentation and Evaluation
Total number of questions:69
Number of questions for the test:50
Pass score:80%

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