Question 1

When compensating professional employees, the most commonly used job evaluation method is

Accepted Answer

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

Question 2

An alternative method to a traditional job evaluation is pay

Accepted Answer

A) based on seniority. 
B) for education. 
C) for skill/competency. 
D) for responsibility. 
E) for ability. 
A) based on seniority. 
B) for education. 
C) for skill/competency. 
D) for responsibility. 
E) for ability.

Question 3

Executive compensation tends to emphasize performance incentives more than

Accepted Answer

A) pay plans for boards of directors. 
B) pay plans for boards of trustees. 
C) stockholders' pay plans. 
D) pay plans for boards of governors. 
E) other employees' pay plans. 
A) pay plans for boards of directors. 
B) pay plans for boards of trustees. 
C) stockholders' pay plans. 
D) pay plans for boards of governors. 
E) other employees' pay plans.

Question 4

A disadvantage of the job classification method of job evaluation is the difficulty in

Accepted Answer

A) grouping jobs. 
B) classifying jobs. 
C) writing job descriptions. 
D) writing grade descriptions. 
E) developing job clusters. 
A) grouping jobs. 
B) classifying jobs. 
C) writing job descriptions. 
D) writing grade descriptions. 
E) developing job clusters.

Question 5

Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.

Accepted Answer

A) True 
 B)False

Question 6

The two bases upon which to pay employees are increments of performance and seniority.

Accepted Answer

A) True 
 B)False

Question 7

Executive, administrative, and professional employees are included in the overtime requirements of employment/labour standards legislation.

Accepted Answer

A) True 
 B)False

When compensating professional employees, the most commonly used job evaluation method is

An alternative method to a traditional job evaluation is pay

Executive compensation tends to emphasize performance incentives more than

A disadvantage of the job classification method of job evaluation is the difficulty in

Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.

The two bases upon which to pay employees are increments of performance and seniority.

Executive, administrative, and professional employees are included in the overtime requirements of employment/labour standards legislation.

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

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Exam 11: Strategic Pay Plans

When compensating professional employees, the most commonly used job evaluation method is

An alternative method to a traditional job evaluation is pay

Executive compensation tends to emphasize performance incentives more than

A disadvantage of the job classification method of job evaluation is the difficulty in

Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.

The two bases upon which to pay employees are increments of performance and seniority.

Executive, administrative, and professional employees are included in the overtime requirements of employment/labour standards legislation.

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