Which of the following statements is true of the classification system for job evaluation?

What is Job Classification?

Job classification is what a system is called that is designed to classify all jobs within a company and put them in a standardized scale based on the overall tasks, responsibilities, pay level, and duties associated with a specific job. Grades or job classification levels are often assigned to each job so that it can be properly organized and categorized within the company.

Although job classifications structures vary with different businesses, the overall goal is to determine job responsibilities accurately. This also helps companies compare similar jobs in different companies within their industry. Thus, a job classification system does not take into account the skill level and ability of someone currently in that position, as much as it looks at the skills and abilities needed for the position. BambooHR helps to explain what job classification means and why it can be a benefit to use in your company.

What Does Job Classification Mean?

Job classification is created to help determine what a job does for a company. It can be used for performance reviews, job listings, and determining if there is any responsibility overlap between jobs in the company. The job classification structure is meant to create standardization across a company and industry and is meant to be a tool to make sure you know what responsibilities are being determined within your business.

BambooHR: People data made easy.

Why is Job Classification Important?

To completely understand what job classification means and to see why it is important to a company, look at an example of job classification. The Hay System is a popular job classification method and can help to understand job classifications better. The Hay System uses three components to classify jobs:

  1. The knowledge required to do the job

  2. The problem solving required for the job

  3. The accountability required for the job

The Hay System then takes this information and uses it to determine that there is equality within the company for both responsibilities and pay between that job and similar ones within the company.

The Hay System offers a job standard across a company and helps to determine possible needs. It makes sure that each job is being compensated fairly based on the responsibilities of that job and the responsibilities of jobs similar to it.

Job Classification Advantages and Disadvantages

One of the job classification advantages is that similar jobs can be classified and grouped together. This can help to streamline workflow and see if any groups’ tasks can be compartmentalized within the company. This can help create a broadband pay structure, meaning that pay grades are consolidated into fewer pay ranges. However, pay ranges that are wider, give an employer the ability to offer pay increases to their employees without having to promote them. This is only possible when an employer knows the jobs that are being performed within their company under a job classification method.

A disadvantage of job classification is that data pools are small because they only apply to the company that created them. This means whenever companies create a new job, the only thing you have to compare it to is the other jobs that already exist within the company. Every job would have to be reevaluated for each newly created job. Because people are heavily involved, job classification judgments are subjective to the person evaluating the job, who may misunderstand the merits and importance of a specific job. It can be useful to have someone doing the job to write up a description of the skills they use and the duties they perform in order to gain a better understanding of what the job entails.

Want a classier way to classify jobs?

Try BambooHR for free!

  • Foundational courses
    • Home
    • Crash Course
  • Advanced courses
  • Guides
  • Glossary

Stay organized with collections Save and categorize content based on your preferences.

Accuracy

Explore the options below.

In which of the following scenarios would a high accuracy value suggest that the ML model is doing a good job?

A deadly, but curable, medical condition afflicts .01% of the population. An ML model uses symptoms as features and predicts this affliction with an accuracy of 99.99%.

Accuracy is a poor metric here. After all, even a "dumb" model that always predicts "not sick" would still be 99.99% accurate. Mistakenly predicting "not sick" for a person who actually is sick could be deadly.

An expensive robotic chicken crosses a very busy road a thousand times per day. An ML model evaluates traffic patterns and predicts when this chicken can safely cross the street with an accuracy of 99.99%.

A 99.99% accuracy value on a very busy road strongly suggests that the ML model is far better than chance. In some settings, however, the cost of making even a small number of mistakes is still too high. 99.99% accuracy means that the expensive chicken will need to be replaced, on average, every 10 days. (The chicken might also cause extensive damage to cars that it hits.)

In the game of roulette, a ball is dropped on a spinning wheel and eventually lands in one of 38 slots. Using visual features (the spin of the ball, the position of the wheel when the ball was dropped, the height of the ball over the wheel), an ML model can predict the slot that the ball will land in with an accuracy of 4%.

This ML model is making predictions far better than chance; a random guess would be correct 1/38 of the time—yielding an accuracy of 2.6%. Although the model's accuracy is "only" 4%, the benefits of success far outweigh the disadvantages of failure.

Precision

Explore the options below.

Consider a classification model that separates email into two categories: "spam" or "not spam." If you raise the classification threshold, what will happen to precision?

Definitely increase.

Raising the classification threshold typically increases precision; however, precision is not guaranteed to increase monotonically as we raise the threshold.

Probably increase.

In general, raising the classification threshold reduces false positives, thus raising precision.

Probably decrease.

In general, raising the classification threshold reduces false positives, thus raising precision.

Definitely decrease.

In general, raising the classification threshold reduces false positives, thus raising precision.

Recall

Explore the options below.

Consider a classification model that separates email into two categories: "spam" or "not spam." If you raise the classification threshold, what will happen to recall?

Always increase.

Raising the classification threshold will cause both of the following:

  • The number of true positives will decrease or stay the same.
  • The number of false negatives will increase or stay the same.

Thus, recall will never increase.

Always decrease or stay the same.

Raising our classification threshold will cause the number of true positives to decrease or stay the same and will cause the number of false negatives to increase or stay the same. Thus, recall will either stay constant or decrease.

Always stay constant.

Raising our classification threshold will cause the number of true positives to decrease or stay the same and will cause the number of false negatives to increase or stay the same. Thus, recall will either stay constant or decrease.

Precision and Recall

Explore the options below.

Consider two models—A and B—that each evaluate the same dataset. Which one of the following statements is true?

If Model A has better precision than model B, then model A is better.

While better precision is good, it might be coming at the expense of a large reduction in recall. In general, we need to look at both precision and recall together, or summary metrics like AUC which we'll talk about next.

If model A has better recall than model B, then model A is better.

While better recall is good, it might be coming at the expense of a large reduction in precision. In general, we need to look at both precision and recall together, or summary metrics like AUC, which we'll talk about next.

If model A has better precision and better recall than model B, then model A is probably better.

In general, a model that outperforms another model on both precision and recall is likely the better model. Obviously, we'll need to make sure that comparison is being done at a precision / recall point that is useful in practice for this to be meaningful. For example, suppose our spam detection model needs to have at least 90% precision to be useful and avoid unnecessary false alarms. In this case, comparing one model at {20% precision, 99% recall} to another at {15% precision, 98% recall} is not particularly instructive, as neither model meets the 90% precision requirement. But with that caveat in mind, this is a good way to think about comparing models when using precision and recall.

Except as otherwise noted, the content of this page is licensed under the Creative Commons Attribution 4.0 License, and code samples are licensed under the Apache 2.0 License. For details, see the Google Developers Site Policies. Java is a registered trademark of Oracle and/or its affiliates.

Last updated 2022-07-18 UTC.

[{ "type": "thumb-down", "id": "missingTheInformationINeed", "label":"Missing the information I need" },{ "type": "thumb-down", "id": "tooComplicatedTooManySteps", "label":"Too complicated / too many steps" },{ "type": "thumb-down", "id": "outOfDate", "label":"Out of date" },{ "type": "thumb-down", "id": "samplesCodeIssue", "label":"Samples / code issue" },{ "type": "thumb-down", "id": "otherDown", "label":"Other" }] [{ "type": "thumb-up", "id": "easyToUnderstand", "label":"Easy to understand" },{ "type": "thumb-up", "id": "solvedMyProblem", "label":"Solved my problem" },{ "type": "thumb-up", "id": "otherUp", "label":"Other" }]

Which of the following is a job evaluation technique that requires managers to quantify in objective terms?

The point system for job evaluation requires managers to quantify, in objective terms, the value of the various elements of specific jobs. The point system is more sophisticated than the classification system and is also relatively easy to use.

Which are the factors of job evaluation?

These factors can then be further defined..
Skill. Experience. Education. Ability..
Responsibilities. Fiscal. Supervisory..
Effort. Mental. Physical..
Working Conditions. Location. Hazards. Extremes in Environment..

Which of the following is true of cafeteria style benefits plans offered by organizations quizlet?

Which of the following is true of cafeteria-style benefits plans offered by organizations? - They are prearranged plans administered by organizations that provide income to employees at their retirement.

Which job evaluation method is most commonly used today?

The point factor method is the most commonly used approach to job evaluation. This method identifies four primary compensable factors used to determine pay. These factors include: Skills (years of experience, level of education and overall ability)