Question 1

A wage survey that pertains to members of associations might involve

Accepted Answer

A) Professional Engineers Ontario. 
B) geographic surveys. 
C) area surveys. 
D) local surveys. 
E) benefits surveys. 
A) Professional Engineers Ontario. 
B) geographic surveys. 
C) area surveys. 
D) local surveys. 
E) benefits surveys. A

Question 2

Unions tend to believe that no one can judge the relative worth of jobs better than

Accepted Answer

A) management. 
B) HR staff. 
C) job evaluation consultants. 
D) union leaders. 
E) workers. 
A) management. 
B) HR staff. 
C) job evaluation consultants. 
D) union leaders. 
E) workers. E

Question 3

Job evaluation is a technique used to determine

Accepted Answer

A) performance appraisals of individuals to the group. 
B) promotability. 
C) merit reviews of individuals to the group. 
D) the relative value of an individual's career earnings to the group's. 
E) the relative worth of each job. 
A) performance appraisals of individuals to the group. 
B) promotability. 
C) merit reviews of individuals to the group. 
D) the relative value of an individual's career earnings to the group's. 
E) the relative worth of each job. E

Question 4

In establishing pay rates, an employer should conduct a salary survey for the purpose of

Accepted Answer

A) fine tuning pay rates. 
B) pricing jobs. 
C) job evaluation. 
D) performance appraisals. 
E) slotting jobs into pay grades. 
A) fine tuning pay rates. 
B) pricing jobs. 
C) job evaluation. 
D) performance appraisals. 
E) slotting jobs into pay grades.

Question 5

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Accepted Answer

A) True 
 B)False

Question 6

Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon

Accepted Answer

A) peer appraisals. 
B) years of education. 
C) years of service. 
D) teamwork. 
E) amount of responsibility. 
A) peer appraisals. 
B) years of education. 
C) years of service. 
D) teamwork. 
E) amount of responsibility.

Question 7

Jeffrey is the newly hired HR professional who is responsible for evaluating compensation practices at the company.To determine if there are issues with internal equity, he has chosen to conduct a job evaluation according to the method popularized by the Hay consulting firm.Which of the following are the compensable factors he uses to evaluate jobs?

Accepted Answer

A) skill, effort, problem solving, and working conditions 
B) responsibility, skill, effort, and working conditions 
C) know-how, problem solving, accountability, and working conditions 
D) effort, responsibility, authority, and working conditions 
E) knowledge, problem solving, responsibility, and working conditions 
A) skill, effort, problem solving, and working conditions 
B) responsibility, skill, effort, and working conditions 
C) know-how, problem solving, accountability, and working conditions 
D) effort, responsibility, authority, and working conditions 
E) knowledge, problem solving, responsibility, and working conditions

Question 8

In most cases, the union's position is that it =accepts job evaluation only as an initial decision technique and reserves the right to appeal the actual job-pricing decisions through grievances or bargaining channels.

Accepted Answer

A) True 
 B)False

Question 9

The Employment Insurance Act provides unemployment benefits varying by region and other factors for up to ________ weeks.

Accepted Answer

A) 30 
B) 45 
C) 52 
D) 26 
E) 18 
A) 30 
B) 45 
C) 52 
D) 26 
E) 18

Question 10

The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the

Accepted Answer

A) factor comparison method. 
B) ranking method. 
C) point method. 
D) Hay plan method. 
E) job classification method. 
A) factor comparison method. 
B) ranking method. 
C) point method. 
D) Hay plan method. 
E) job classification method.

Question 11

Most of the pay equity acts in Canada focus on four compensable factors-skill, effort, responsibility, and working conditions.

Accepted Answer

A) True 
 B)False

Question 12

Executive compensation tends to emphasize ________ more than for other employees' pay plans.

Accepted Answer

A) salary 
B) commissions 
C) performance incentives 
D) benefits 
E) base pay 
A) salary 
B) commissions 
C) performance incentives 
D) benefits 
E) base pay

Question 13

The graphic description of the relationship between the value of the job and the average wage paid for this job is called a

Accepted Answer

A) pay grade. 
B) wage curve. 
C) rate range. 
D) wage structure. 
E) wage grade. 
A) pay grade. 
B) wage curve. 
C) rate range. 
D) wage structure. 
E) wage grade.

Question 14

The rate range is usually built around the

Accepted Answer

A) job evaluation. 
B) wage line or curve. 
C) performance appraisal. 
D) job specialization. 
E) Hay system. 
A) job evaluation. 
B) wage line or curve. 
C) performance appraisal. 
D) job specialization. 
E) Hay system.

Question 15

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Accepted Answer

One point for each major factor plus up

Question 16

Identify and briefly describe the five components of total rewards.

Accepted Answer

Two points each for accurate i

Question 17

The job classification method of job evaluation is a widely used method in which jobs are categorized into

Accepted Answer

A) functions. 
B) groups. 
C) factors. 
D) clusters. 
E) departments. 
A) functions. 
B) groups. 
C) factors. 
D) clusters. 
E) departments.

Question 18

There may be more opportunities for advancement with skill-based pay plans than with job-based pay plans because of

Accepted Answer

A) less bureaucracy. 
B) the lack of job evaluation. 
C) higher base pay. 
D) exposure to multiple jobs requiring multiple competencies. 
E) the emphasis on years of experience. 
A) less bureaucracy. 
B) the lack of job evaluation. 
C) higher base pay. 
D) exposure to multiple jobs requiring multiple competencies. 
E) the emphasis on years of experience.

Question 19

Assigning pay rates to each pay grade (or to each job)is usually accomplished with a

Accepted Answer

A) rate range. 
B) job evaluation. 
C) wage grade. 
D) wage curve. 
E) performance appraisal. 
A) rate range. 
B) job evaluation. 
C) wage grade. 
D) wage curve. 
E) performance appraisal.

Question 20

The type of job evaluation method where the groups are called classes if they contain similar jobs is called the

Accepted Answer

A) ranking method. 
B) point method. 
C) Hay plan method. 
D) job classification method. 
E) factor comparison method. 
A) ranking method. 
B) point method. 
C) Hay plan method. 
D) job classification method. 
E) factor comparison method.

A wage survey that pertains to members of associations might involve

Unions tend to believe that no one can judge the relative worth of jobs better than

Job evaluation is a technique used to determine

In establishing pay rates, an employer should conduct a salary survey for the purpose of

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon

In most cases, the union's position is that it =accepts job evaluation only as an initial decision technique and reserves the right to appeal the actual job-pricing decisions through grievances or bargaining channels.

The Employment Insurance Act provides unemployment benefits varying by region and other factors for up to ________ weeks.

The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the

Most of the pay equity acts in Canada focus on four compensable factors-skill, effort, responsibility, and working conditions.

Executive compensation tends to emphasize ________ more than for other employees' pay plans.

The graphic description of the relationship between the value of the job and the average wage paid for this job is called a

The rate range is usually built around the

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Identify and briefly describe the five components of total rewards.

The job classification method of job evaluation is a widely used method in which jobs are categorized into

There may be more opportunities for advancement with skill-based pay plans than with job-based pay plans because of

Assigning pay rates to each pay grade (or to each job)is usually accomplished with a

The type of job evaluation method where the groups are called classes if they contain similar jobs is called the

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 11: Strategic Pay Plans

A wage survey that pertains to members of associations might involve

Unions tend to believe that no one can judge the relative worth of jobs better than

Job evaluation is a technique used to determine

In establishing pay rates, an employer should conduct a salary survey for the purpose of

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon

In most cases, the union's position is that it =accepts job evaluation only as an initial decision technique and reserves the right to appeal the actual job-pricing decisions through grievances or bargaining channels.

The Employment Insurance Act provides unemployment benefits varying by region and other factors for up to ________ weeks.

The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the

Most of the pay equity acts in Canada focus on four compensable factors-skill, effort, responsibility, and working conditions.

Executive compensation tends to emphasize ________ more than for other employees' pay plans.

The graphic description of the relationship between the value of the job and the average wage paid for this job is called a

The rate range is usually built around the

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Identify and briefly describe the five components of total rewards.

The job classification method of job evaluation is a widely used method in which jobs are categorized into

There may be more opportunities for advancement with skill-based pay plans than with job-based pay plans because of

Assigning pay rates to each pay grade (or to each job)is usually accomplished with a

The type of job evaluation method where the groups are called classes if they contain similar jobs is called the

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters