Question 1

Job evaluation helps to establish:

Accepted Answer

A) job classifications. 
B) the organization's ability to pay. 
C) internal equity. 
D) labor market conditions that affect pay. 
A) job classifications. 
B) the organization's ability to pay. 
C) internal equity. 
D) labor market conditions that affect pay.

Question 2

When the organization pays wages that are relatively equal to that of other employers for similar work,it is the basis of:

Accepted Answer

A) comparable worth. 
B) external equity. 
C) compensable factors. 
D) equal pay. 
A) comparable worth. 
B) external equity. 
C) compensable factors. 
D) equal pay.

Question 3

The consumer price index is available in separate indexes by size of city and region of the country.

Accepted Answer

A) True 
 B)False

Question 4

_____ includes employee recognition programs,rewarding jobs,organizational support, work environment,and flexible work hours to accommodate personal needs.

Accepted Answer

A) Financial compensation 
B) Nonfinancial compensation 
C) Direct compensation 
D) Indirect compensation 
A) Financial compensation 
B) Nonfinancial compensation 
C) Direct compensation 
D) Indirect compensation

Question 5

Most pay increases may lack motivational value to employees when _____.

Accepted Answer

A) legality is questionable 
B) they are too large 
C) salary budgets are low 
D) benefits are insignificant 
A) legality is questionable 
B) they are too large 
C) salary budgets are low 
D) benefits are insignificant

Question 6

Equity theory is also known as:

Accepted Answer

A) procedural justice. 
B) distributive fairness. 
C) administrative justice. 
D) moral justice. 
A) procedural justice. 
B) distributive fairness. 
C) administrative justice. 
D) moral justice.

Question 7

According the compensation scorecard,functions with a compa ratio below ______ are considered to be paying their employees below the company norm.

Accepted Answer

A) 25 percent 
B) 50 percent 
C) 75 percent 
D) 100 percent 
A) 25 percent 
B) 50 percent 
C) 75 percent 
D) 100 percent

Question 8

Explain competence-based pay including its advantages and disadvantages.Include in your discussion the practice of broadbanding.

Accepted Answer

Competence-based pay,also known as knowl

Question 9

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

Accepted Answer

A) True 
 B)False

Question 10

Briefly discuss the three main laws that protect against employment discrimination.

Accepted Answer

1.Equal Pay Act of 1963 - prohibits uneq

Question 11

Pay levels are limited in part by:

Accepted Answer

A) the organization's profits and the productivity of employees. 
B) collective bargaining limitations. 
C) strategic compensation planning. 
D) the mobility of employee skills. 
A) the organization's profits and the productivity of employees. 
B) collective bargaining limitations. 
C) strategic compensation planning. 
D) the mobility of employee skills.

Question 12

Expectancy theory predicts that people expect to be paid as much or more than individuals in a similar job class.

Accepted Answer

A) True 
 B)False

Question 13

Job evaluation is a non-systematic,qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.

Accepted Answer

A) True 
 B)False

Question 14

Employers may _____ their workforce to help them identify the most valuable contributors.

Accepted Answer

A) segment 
B) reorganize 
C) educate 
D) overhaul 
A) segment 
B) reorganize 
C) educate 
D) overhaul

Question 15

Point manuals contain job descriptions and the number of points assigned to each job type.

Accepted Answer

A) True 
 B)False

Question 16

The simplest and oldest system of job evaluation is the _____,which arrays jobs on the basis of their relative worth.

Accepted Answer

A) job valuation system 
B) point system 
C) job classification system 
D) job ranking system 
A) job valuation system 
B) point system 
C) job classification system 
D) job ranking system

Question 17

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as:

Accepted Answer

A) the point system. 
B) the job ranking system. 
C) the factor comparison method. 
D) the job grade system. 
A) the point system. 
B) the job ranking system. 
C) the factor comparison method. 
D) the job grade system.

Question 18

The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.

Accepted Answer

A) True 
 B)False

Question 19

Jobs that are grouped into the same pay grade should:

Accepted Answer

A) all receive the same wage rate in order to achieve equality. 
B) be paid within a range that does not overlap with bordering job grades so that distinctions between grades are maintained. 
C) be paid within a range that may overlap with adjoining grades, so that an employee with experience can be paid as much as or more than a newer employee in a higher grade. 
D) be paid at different wage rates because the worth of these jobs to the organization may differ. 
A) all receive the same wage rate in order to achieve equality. 
B) be paid within a range that does not overlap with bordering job grades so that distinctions between grades are maintained. 
C) be paid within a range that may overlap with adjoining grades, so that an employee with experience can be paid as much as or more than a newer employee in a higher grade. 
D) be paid at different wage rates because the worth of these jobs to the organization may differ.

Question 20

A _____ is a system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

Accepted Answer

A) point system 
B) job valuation system 
C) job classification system 
D) job ranking system 
A) point system 
B) job valuation system 
C) job classification system 
D) job ranking system

Job evaluation helps to establish:

When the organization pays wages that are relatively equal to that of other employers for similar work,it is the basis of:

The consumer price index is available in separate indexes by size of city and region of the country.

_____ includes employee recognition programs,rewarding jobs,organizational support, work environment,and flexible work hours to accommodate personal needs.

Most pay increases may lack motivational value to employees when _____.

Equity theory is also known as:

According the compensation scorecard,functions with a compa ratio below ______ are considered to be paying their employees below the company norm.

Explain competence-based pay including its advantages and disadvantages.Include in your discussion the practice of broadbanding.

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

Briefly discuss the three main laws that protect against employment discrimination.

Pay levels are limited in part by:

Expectancy theory predicts that people expect to be paid as much or more than individuals in a similar job class.

Job evaluation is a non-systematic,qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.

Employers may _____ their workforce to help them identify the most valuable contributors.

Point manuals contain job descriptions and the number of points assigned to each job type.

The simplest and oldest system of job evaluation is the _____,which arrays jobs on the basis of their relative worth.

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as:

The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.

Jobs that are grouped into the same pay grade should:

A _____ is a system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 9: Managing Compensation

Job evaluation helps to establish:

When the organization pays wages that are relatively equal to that of other employers for similar work,it is the basis of:

The consumer price index is available in separate indexes by size of city and region of the country.

_____ includes employee recognition programs,rewarding jobs,organizational support, work environment,and flexible work hours to accommodate personal needs.

Most pay increases may lack motivational value to employees when _____.

Equity theory is also known as:

According the compensation scorecard,functions with a compa ratio below ______ are considered to be paying their employees below the company norm.

Explain competence-based pay including its advantages and disadvantages.Include in your discussion the practice of broadbanding.

Employees are likely to accept a promotion if succeeding rate ranges are larger in size.

Briefly discuss the three main laws that protect against employment discrimination.

Pay levels are limited in part by:

Expectancy theory predicts that people expect to be paid as much or more than individuals in a similar job class.

Job evaluation is a non-systematic,qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.

Employers may _____ their workforce to help them identify the most valuable contributors.

Point manuals contain job descriptions and the number of points assigned to each job type.

The simplest and oldest system of job evaluation is the _____,which arrays jobs on the basis of their relative worth.

A quantitative job evaluation procedure that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as:

The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.

Jobs that are grouped into the same pay grade should:

A _____ is a system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters