Question 1

The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of all of the following except

Accepted Answer

A) effort. 
B) responsibility. 
C) working conditions. 
D) personality traits. 
E) skill. 
A) effort. 
B) responsibility. 
C) working conditions. 
D) personality traits. 
E) skill.

Question 2

Research conducted by WorldatWork has clarified the "work experience"category of total rewards by splitting it into three parts.They are

Accepted Answer

A) work/life programs, succession programs, and salary grade. 
B) work/life programs, performance and recognition, and development and career opportunities. 
C) work/life programs, business strategy, and development/career opportunities. 
D) work/life programs, HR strategy, and development/career opportunities. 
E) work/life programs, organizational culture, and development/career opportunities. 
A) work/life programs, succession programs, and salary grade. 
B) work/life programs, performance and recognition, and development and career opportunities. 
C) work/life programs, business strategy, and development/career opportunities. 
D) work/life programs, HR strategy, and development/career opportunities. 
E) work/life programs, organizational culture, and development/career opportunities.

Question 3

The problem with having a wage structure with underpaid employees can be solved through raising their wages to

Accepted Answer

A) another pay grade. 
B) the midrange of an employee's pay grade. 
C) the minimum of the rate range for their pay grade. 
D) the maximum of the rate range for their pay grade. 
E) be competitive with other jobs in the firm. 
A) another pay grade. 
B) the midrange of an employee's pay grade. 
C) the minimum of the rate range for their pay grade. 
D) the maximum of the rate range for their pay grade. 
E) be competitive with other jobs in the firm.

Question 4

The general trend in executive compensation today is to decrease the relative importance of ________ and increase the relative importance of short- and long-term executive incentives.

Accepted Answer

A) employee benefits 
B) perquisites 
C) pension plans 
D) base salary 
E) commissions 
A) employee benefits 
B) perquisites 
C) pension plans 
D) base salary 
E) commissions

Question 5

The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a

Accepted Answer

A) performance appraisal. 
B) job evaluation committee. 
C) union negotiating team. 
D) management negotiating team. 
E) position review committee. 
A) performance appraisal. 
B) job evaluation committee. 
C) union negotiating team. 
D) management negotiating team. 
E) position review committee.

Question 6

An advantage of using rate ranges for each pay grade is that it allows for

Accepted Answer

A) age differences. 
B) gender differences. 
C) education differences. 
D) employer inflexibility. 
E) performance differences. 
A) age differences. 
B) gender differences. 
C) education differences. 
D) employer inflexibility. 
E) performance differences.

Question 7

When compensating professional employees, most employers use a

Accepted Answer

A) job evaluation approach. 
B) skill-based pay approach. 
C) market-pricing approach. 
D) job-based pay approach. 
E) pay equity approach. 
A) job evaluation approach. 
B) skill-based pay approach. 
C) market-pricing approach. 
D) job-based pay approach. 
E) pay equity approach.

Question 8

You are advising the President of a newly formed company as to payroll obligations.This company is provincially regulated and is located in British Columbia.She has asked you to advise her as to legislative minimum standards regarding pay.You respond that the British Columbia Employment Standards Act sets minimum standards regarding pay for each of the following categories except

Accepted Answer

A) paid vacation. 
B) minimum wage. 
C) paid statutory holidays. 
D) overtime pay. 
E) pensions. 
A) paid vacation. 
B) minimum wage. 
C) paid statutory holidays. 
D) overtime pay. 
E) pensions.

Question 9

Statistics Canada provides monthly data on earnings by

Accepted Answer

A) geographic area and size of company. 
B) size of company. 
C) industry and city. 
D) geographic area, industry, and occupation. 
E) city and occupation. 
A) geographic area and size of company. 
B) size of company. 
C) industry and city. 
D) geographic area, industry, and occupation. 
E) city and occupation.

Question 10

Establishing pay rates involves three stages, which are

Accepted Answer

A) job evaluation, conducting salary surveys, and combining job evaluation and salary survey results. 
B) consulting with industry, determining salaries for executive positions, and deciding on a benefits plan. 
C) pricing of benchmark jobs, collecting data on insurance benefits, and evaluating benefits packages. 
D) collecting data on insurance benefits, creating a salary survey, and hiring external consultants. 
E) collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist. 
A) job evaluation, conducting salary surveys, and combining job evaluation and salary survey results. 
B) consulting with industry, determining salaries for executive positions, and deciding on a benefits plan. 
C) pricing of benchmark jobs, collecting data on insurance benefits, and evaluating benefits packages. 
D) collecting data on insurance benefits, creating a salary survey, and hiring external consultants. 
E) collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist.

Question 11

With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for all the following except

Accepted Answer

A) knowledge. 
B) depth of skills. 
C) years of experience. 
D) types of skills. 
E) range of skills. 
A) knowledge. 
B) depth of skills. 
C) years of experience. 
D) types of skills. 
E) range of skills.

Question 12

Collapsing salary grades and ranges into just a few wide levels or "bands"is called

Accepted Answer

A) broadbanding. 
B) job specialization. 
C) wide banding. 
D) compensation banding. 
E) red circle banding. 
A) broadbanding. 
B) job specialization. 
C) wide banding. 
D) compensation banding. 
E) red circle banding.

Question 13

Experience has shown that competency-based pay is more efficient in the ________ years of its existence.

Accepted Answer

A) first 
B) later 
C) first 10 
D) first 5 
E) last 
A) first 
B) later 
C) first 10 
D) first 5 
E) last

Question 14

The great challenge of competency-based pay is

Accepted Answer

A) competency definition. 
B) educational levels of employees. 
C) measurement of skills, abilities, and competencies. 
D) determining bonuses. 
E) determining base pay. 
A) competency definition. 
B) educational levels of employees. 
C) measurement of skills, abilities, and competencies. 
D) determining bonuses. 
E) determining base pay.

Question 15

The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance)into grades for

Accepted Answer

A) personal growth. 
B) pay purposes. 
C) assessment purposes. 
D) wage structure purposes. 
E) non-economic reasons. 
A) personal growth. 
B) pay purposes. 
C) assessment purposes. 
D) wage structure purposes. 
E) non-economic reasons.

Question 16

The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like "job difficulty,"is the

Accepted Answer

A) critical incidence method. 
B) factor comparison method. 
C) classification method. 
D) point method plan. 
E) ranking method. 
A) critical incidence method. 
B) factor comparison method. 
C) classification method. 
D) point method plan. 
E) ranking method.

Question 17

Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into

Accepted Answer

A) labour contracts. 
B) range rates. 
C) personal contracts. 
D) department classes. 
E) pay grades. 
A) labour contracts. 
B) range rates. 
C) personal contracts. 
D) department classes. 
E) pay grades.

Question 18

The Revlex Company did a salary survey and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors.The problem the company faces is

Accepted Answer

A) comparable worth. 
B) pay equity. 
C) external equity. 
D) internal inequity. 
E) broadbanding. 
A) comparable worth. 
B) pay equity. 
C) external equity. 
D) internal inequity. 
E) broadbanding.

Question 19

The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to

Accepted Answer

A) degrees to which each of these factors is present in the job. 
B) degrees within a present job. 
C) identifying behavioural anchors. 
D) establishing points in ranking jobs. 
E) ranking jobs. 
A) degrees to which each of these factors is present in the job. 
B) degrees within a present job. 
C) identifying behavioural anchors. 
D) establishing points in ranking jobs. 
E) ranking jobs.

Question 20

Compensation policies are usually written by the HR or compensation manager together with

Accepted Answer

A) supervisors. 
B) employees. 
C) stockholders. 
D) compensation consultants. 
E) senior management. 
A) supervisors. 
B) employees. 
C) stockholders. 
D) compensation consultants. 
E) senior management.

The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of all of the following except

Research conducted by WorldatWork has clarified the "work experience"category of total rewards by splitting it into three parts.They are

The problem with having a wage structure with underpaid employees can be solved through raising their wages to

The general trend in executive compensation today is to decrease the relative importance of ________ and increase the relative importance of short- and long-term executive incentives.

The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a

An advantage of using rate ranges for each pay grade is that it allows for

When compensating professional employees, most employers use a

Statistics Canada provides monthly data on earnings by

Establishing pay rates involves three stages, which are

With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for all the following except

Collapsing salary grades and ranges into just a few wide levels or "bands"is called

Experience has shown that competency-based pay is more efficient in the ________ years of its existence.

The great challenge of competency-based pay is

The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance)into grades for

The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like "job difficulty,"is the

Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into

The Revlex Company did a salary survey and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors.The problem the company faces is

The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to

Compensation policies are usually written by the HR or compensation manager together with

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

The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of all of the following except

Research conducted by WorldatWork has clarified the "work experience"category of total rewards by splitting it into three parts.They are

The problem with having a wage structure with underpaid employees can be solved through raising their wages to

The general trend in executive compensation today is to decrease the relative importance of ________ and increase the relative importance of short- and long-term executive incentives.

The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a

An advantage of using rate ranges for each pay grade is that it allows for

When compensating professional employees, most employers use a

Statistics Canada provides monthly data on earnings by

Establishing pay rates involves three stages, which are

With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for all the following except

Collapsing salary grades and ranges into just a few wide levels or "bands"is called

Experience has shown that competency-based pay is more efficient in the ________ years of its existence.

The great challenge of competency-based pay is

The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance)into grades for

The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like "job difficulty,"is the

Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into

The Revlex Company did a salary survey and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors.The problem the company faces is

The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to

Compensation policies are usually written by the HR or compensation manager together with

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