Question 1

Most Canadian human rights acts prohibit discrimination in pay based on all of the following grounds except

Accepted Answer

A) sex. 
B) age. 
C) physical disability. 
D) height. 
E) colour. 
A) sex. 
B) age. 
C) physical disability. 
D) height. 
E) colour.

Question 2

A total rewards approach considers

Accepted Answer

A) cost constraints. 
B) business strategy. 
C) individual reward components as part of an integrated whole. 
D) employee value. 
E) compensation and benefits together. 
A) cost constraints. 
B) business strategy. 
C) individual reward components as part of an integrated whole. 
D) employee value. 
E) compensation and benefits together.

Question 3

Management does not have the right to serve on a job evaluation committee, because this would constitute a conflict of interest.

Accepted Answer

A) True 
 B)False

Question 4

When compensating professional employees, compensable factors tend to focus on all of the following except

Accepted Answer

A) creativity. 
B) technical knowledge. 
C) technical expertise. 
D) problem solving. 
E) working conditions. 
A) creativity. 
B) technical knowledge. 
C) technical expertise. 
D) problem solving. 
E) working conditions.

Question 5

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

Accepted Answer

A) True 
 B)False

Question 6

Job evaluation involves comparing jobs to one another based on their content.Job content is assessed using

Accepted Answer

A) critical incidence. 
B) job design. 
C) comparable worth. 
D) behavioural anchors. 
E) compensable factors. 
A) critical incidence. 
B) job design. 
C) comparable worth. 
D) behavioural anchors. 
E) compensable factors.

Question 7

Job evaluation involves an informal and unsystematic comparison of jobs to determine the worth of one job relative to another.

Accepted Answer

A) True 
 B)False

Question 8

Work/life programs help employees do their jobs effectively using

Accepted Answer

A) flexible scheduling and childcare. 
B) vacation and holidays. 
C) employer-paid insurance. 
D) advancement opportunities. 
E) recognition programs. 
A) flexible scheduling and childcare. 
B) vacation and holidays. 
C) employer-paid insurance. 
D) advancement opportunities. 
E) recognition programs.

Question 9

Total rewards are conceptualized by WorldatWork as having three broad categories.They are

Accepted Answer

A) development/career opportunities, benefits, and work experience. 
B) bonus, benefits, and work experience. 
C) compensation, benefits, and non-monetary rewards. 
D) compensation, flexible benefits, and work experience. 
E) performance and recognition, benefits, and work experience. 
A) development/career opportunities, benefits, and work experience. 
B) bonus, benefits, and work experience. 
C) compensation, benefits, and non-monetary rewards. 
D) compensation, flexible benefits, and work experience. 
E) performance and recognition, benefits, and work experience.

Question 10

You are the HR professional at a forestry company in New Brunswick.Regarding pay equity, you should

Accepted Answer

A) hire pay equity consultants to develop a pay equity plan if you don't have one already, since pay equity is required in New Brunswick. 
B) not worry about pay equity at all since the rates are set through negotiation with the union. 
C) review pay rates for gender bias and monitor legislative requirements. 
D) make sure that some women are promoted into higher-paying jobs to satisfy quota requirements. 
E) initiate a plan to systematically reduce over-paid male employees by red-circling their wages. 
A) hire pay equity consultants to develop a pay equity plan if you don't have one already, since pay equity is required in New Brunswick. 
B) not worry about pay equity at all since the rates are set through negotiation with the union. 
C) review pay rates for gender bias and monitor legislative requirements. 
D) make sure that some women are promoted into higher-paying jobs to satisfy quota requirements. 
E) initiate a plan to systematically reduce over-paid male employees by red-circling their wages.

Question 11

With skill/competency-based pay, employees are paid for the range, depth, and type of skills and knowledge they are capable of using, rather than for the job currently held.

Accepted Answer

A) True 
 B)False

Question 12

Pay equity laws were enacted in response to

Accepted Answer

A) pay discrimination against senior citizens. 
B) the variety of compensable factors being used to evaluate jobs. 
C) the historical undervaluing of "women's work." 
D) gender-neutral job evaluation systems. 
E) the variety of job evaluation systems being used to evaluate jobs. 
A) pay discrimination against senior citizens. 
B) the variety of compensable factors being used to evaluate jobs. 
C) the historical undervaluing of "women's work." 
D) gender-neutral job evaluation systems. 
E) the variety of job evaluation systems being used to evaluate jobs.

Question 13

Broadbanding facilitates less specialized, boundaryless

Accepted Answer

A) jobs and organizations. 
B) division of work. 
C) job evaluation. 
D) geographic dispersion. 
E) leniency and error. 
A) jobs and organizations. 
B) division of work. 
C) job evaluation. 
D) geographic dispersion. 
E) leniency and error.

Question 14

Engagement is

Accepted Answer

A) providing competitive base pay. 
B) transactional rewards which are consistent across competing organizations. 
C) a positive emotional connection to the employer and a clear understanding of the strategic significance of the job. 
D) the belief that the organization cares about talent management. 
E) relational work experiences. 
A) providing competitive base pay. 
B) transactional rewards which are consistent across competing organizations. 
C) a positive emotional connection to the employer and a clear understanding of the strategic significance of the job. 
D) the belief that the organization cares about talent management. 
E) relational work experiences.

Question 15

The only way to categorize jobs is to draw up class descriptions and place jobs into classes based on their correspondence to these descriptions.

Accepted Answer

A) True 
 B)False

Question 16

Important considerations for paying employees include all the following except

Accepted Answer

A) equity considerations. 
B) legal considerations. 
C) average age considerations. 
D) union considerations. 
E) policy considerations. 
A) equity considerations. 
B) legal considerations. 
C) average age considerations. 
D) union considerations. 
E) policy considerations.

Question 17

The Employment Equity Act provides unemployment compensation for up to 65 weeks for all Canadian workers.

Accepted Answer

A) True 
 B)False

Question 18

The problem resulting from using data in employee compensation surveys is known as

Accepted Answer

A) employee discrimination. 
B) upward bias. 
C) systemic undervaluing. 
D) stereotyping of data. 
E) report bias. 
A) employee discrimination. 
B) upward bias. 
C) systemic undervaluing. 
D) stereotyping of data. 
E) report bias.

Question 19

The following are all elements in a manager's compensation package except

Accepted Answer

A) long-term incentives. 
B) salary. 
C) commission. 
D) short-term incentives. 
E) benefits. 
A) long-term incentives. 
B) salary. 
C) commission. 
D) short-term incentives. 
E) benefits.

Question 20

Wage surveys undertaken by the human resources department may collect other data which would include all of the following except

Accepted Answer

A) sick leave benefits. 
B) vacation time. 
C) industry demand. 
D) employee benefits. 
E) insurance benefits. 
A) sick leave benefits. 
B) vacation time. 
C) industry demand. 
D) employee benefits. 
E) insurance benefits.

Most Canadian human rights acts prohibit discrimination in pay based on all of the following grounds except

A total rewards approach considers

Management does not have the right to serve on a job evaluation committee, because this would constitute a conflict of interest.

When compensating professional employees, compensable factors tend to focus on all of the following except

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

Job evaluation involves comparing jobs to one another based on their content.Job content is assessed using

Job evaluation involves an informal and unsystematic comparison of jobs to determine the worth of one job relative to another.

Work/life programs help employees do their jobs effectively using

Total rewards are conceptualized by WorldatWork as having three broad categories.They are

You are the HR professional at a forestry company in New Brunswick.Regarding pay equity, you should

With skill/competency-based pay, employees are paid for the range, depth, and type of skills and knowledge they are capable of using, rather than for the job currently held.

Pay equity laws were enacted in response to

Broadbanding facilitates less specialized, boundaryless

Engagement is

The only way to categorize jobs is to draw up class descriptions and place jobs into classes based on their correspondence to these descriptions.

Important considerations for paying employees include all the following except

The Employment Equity Act provides unemployment compensation for up to 65 weeks for all Canadian workers.

The problem resulting from using data in employee compensation surveys is known as

The following are all elements in a manager's compensation package except

Wage surveys undertaken by the human resources department may collect other data which would include all of the following except

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

Most Canadian human rights acts prohibit discrimination in pay based on all of the following grounds except

A total rewards approach considers

Management does not have the right to serve on a job evaluation committee, because this would constitute a conflict of interest.

When compensating professional employees, compensable factors tend to focus on all of the following except

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

Job evaluation involves comparing jobs to one another based on their content.Job content is assessed using

Job evaluation involves an informal and unsystematic comparison of jobs to determine the worth of one job relative to another.

Work/life programs help employees do their jobs effectively using

Total rewards are conceptualized by WorldatWork as having three broad categories.They are

You are the HR professional at a forestry company in New Brunswick.Regarding pay equity, you should

With skill/competency-based pay, employees are paid for the range, depth, and type of skills and knowledge they are capable of using, rather than for the job currently held.

Pay equity laws were enacted in response to

Broadbanding facilitates less specialized, boundaryless

Engagement is

The only way to categorize jobs is to draw up class descriptions and place jobs into classes based on their correspondence to these descriptions.

Important considerations for paying employees include all the following except

The Employment Equity Act provides unemployment compensation for up to 65 weeks for all Canadian workers.

The problem resulting from using data in employee compensation surveys is known as

The following are all elements in a manager's compensation package except

Wage surveys undertaken by the human resources department may collect other data which would include all of the following except

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