Question 1

Elements of the job such as skills,effort,responsibilities,and working conditions are referred to as:

Accepted Answer

A)  job specifications 
B)  job classification factors 
C)  compensable factors 
D)  factor comparisons 
A)  job specifications 
B)  job classification factors 
C)  compensable factors 
D)  factor comparisons

Question 2

The Davis-Bacon Act is the oldest of the three federal wage laws.

Accepted Answer

A) True 
 B)False

Question 3

When employees are paid according to the skills and knowledge they have rather than the specific jobs they perform,they are paid according to competence-based compensation.

Accepted Answer

A) True 
 B)False

Question 4

Under the Fair Labor Standards Act,exempt employees:

Accepted Answer

A)  are required to be paid at 1-1/2 times their regular pay rate for hours worked in excess of 40 hours in a week. 
B)  must be paid 1-1/2 times their regular hourly wage for time worked in excess of eight hours in a day. 
C)  are those employees not covered by the overtime provisions of the Act. 
D)  include most hourly personnel employed in interstate commerce. 
A)  are required to be paid at 1-1/2 times their regular pay rate for hours worked in excess of 40 hours in a week. 
B)  must be paid 1-1/2 times their regular hourly wage for time worked in excess of eight hours in a day. 
C)  are those employees not covered by the overtime provisions of the Act. 
D)  include most hourly personnel employed in interstate commerce.

Question 5

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 6

Indirect compensation includes healthcare benefits and commissions.

Accepted Answer

A) True 
 B)False

Question 7

Rewarding an employee's past performance is not a goal of strategic compensation policy.

Accepted Answer

A) True 
 B)False

Question 8

The area from which employers obtain certain types of workers is known as the:

Accepted Answer

A)  labor market. 
B)  region. 
C)  recruiting area. 
D)  supply region. 
A)  labor market. 
B)  region. 
C)  recruiting area. 
D)  supply region.

Question 9

The wage curve represents the wages paid to jobs after adjustment for cost-of-living.

Accepted Answer

A) True 
 B)False

Question 10

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of:

Accepted Answer

A)  expectancy theory 
B)  equity theory 
C)  instrumentality 
D)  internal equity 
A)  expectancy theory 
B)  equity theory 
C)  instrumentality 
D)  internal equity

Question 11

A job evaluation system that seeks to measure a job's worth through its value to the organization is known as:

Accepted Answer

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

Question 12

Wages paid above the range maximum are called blue square rates.

Accepted Answer

A) True 
 B)False

Question 13

The relative worth of a job evaluated using the point manual is determined by:

Accepted Answer

A)  benchmark jobs contained in the point manual 
B)  the wage mix 
C)  the number of steps within the pay grade 
D)  the total points that have been assigned to that job 
A)  benchmark jobs contained in the point manual 
B)  the wage mix 
C)  the number of steps within the pay grade 
D)  the total points that have been assigned to that job

Question 14

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

Accepted Answer

A)  Financial compensation 
B)  Non-financial compensation 
C)  Direct compensation 
D)  Indirect compensation 
A)  Financial compensation 
B)  Non-financial compensation 
C)  Direct compensation 
D)  Indirect compensation

Question 15

Elements of the compensation package are said to have _____ when an employee's high performance leads to monetary rewards that are valued.

Accepted Answer

A)  validity 
B)  motivational value 
C)  instrumentality 
D)  reliability 
A)  validity 
B)  motivational value 
C)  instrumentality 
D)  reliability

Question 16

_____ is a pay system in which employees are paid according to the number of units
They produce.

Accepted Answer

A)  Piecework 
B)  Hourly work 
C)  Non-exempt work 
D)  Exempt work 
A)  Piecework 
B)  Hourly work 
C)  Non-exempt work 
D)  Exempt work

Question 17

A compensation scorecard can cloud the transparency of how people are rewarded and makes managers responsible for how they spend company money.

Accepted Answer

A) True 
 B)False

Question 18

When time off is given in exchange for overtime work,it must be given hour-for-hour of the number of hours worked overtime.

Accepted Answer

A) True 
 B)False

Question 19

The job classification system is used commonly by smaller employers.

Accepted Answer

A) True 
 B)False

Question 20

The predominant approach to employee compensation is:

Accepted Answer

A)  pay-for-performance 
B)  competence-based pay 
C)  job-based pay 
D)  individual contract 
A)  pay-for-performance 
B)  competence-based pay 
C)  job-based pay 
D)  individual contract

Elements of the job such as skills,effort,responsibilities,and working conditions are referred to as:

The Davis-Bacon Act is the oldest of the three federal wage laws.

When employees are paid according to the skills and knowledge they have rather than the specific jobs they perform,they are paid according to competence-based compensation.

Under the Fair Labor Standards Act,exempt employees:

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

Indirect compensation includes healthcare benefits and commissions.

Rewarding an employee's past performance is not a goal of strategic compensation policy.

The area from which employers obtain certain types of workers is known as the:

The wage curve represents the wages paid to jobs after adjustment for cost-of-living.

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of:

A job evaluation system that seeks to measure a job's worth through its value to the organization is known as:

Wages paid above the range maximum are called blue square rates.

The relative worth of a job evaluated using the point manual is determined by:

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

Elements of the compensation package are said to have _____ when an employee's high performance leads to monetary rewards that are valued.

_____ is a pay system in which employees are paid according to the number of units They produce.

A compensation scorecard can cloud the transparency of how people are rewarded and makes managers responsible for how they spend company money.

When time off is given in exchange for overtime work,it must be given hour-for-hour of the number of hours worked overtime.

The job classification system is used commonly by smaller employers.

The predominant approach to employee compensation is:

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

Elements of the job such as skills,effort,responsibilities,and working conditions are referred to as:

The Davis-Bacon Act is the oldest of the three federal wage laws.

When employees are paid according to the skills and knowledge they have rather than the specific jobs they perform,they are paid according to competence-based compensation.

Under the Fair Labor Standards Act,exempt employees:

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

Indirect compensation includes healthcare benefits and commissions.

Rewarding an employee's past performance is not a goal of strategic compensation policy.

The area from which employers obtain certain types of workers is known as the:

The wage curve represents the wages paid to jobs after adjustment for cost-of-living.

The concept that employees should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of:

A job evaluation system that seeks to measure a job's worth through its value to the organization is known as:

Wages paid above the range maximum are called blue square rates.

The relative worth of a job evaluated using the point manual is determined by:

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

Elements of the compensation package are said to have _____ when an employee's high performance leads to monetary rewards that are valued.

_____ is a pay system in which employees are paid according to the number of units They produce.

A compensation scorecard can cloud the transparency of how people are rewarded and makes managers responsible for how they spend company money.

When time off is given in exchange for overtime work,it must be given hour-for-hour of the number of hours worked overtime.

The job classification system is used commonly by smaller employers.

The predominant approach to employee compensation is:

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