Question 1

The most common cost-of-living adjustments are ____ cent per hour for each .3-point or .4-point change in the CPI.

Accepted Answer

A)  1 
B)  2 
C)  3 
D)  4 
A)  1 
B)  2 
C)  3 
D)  4

Question 2

The fact that people make comparisons to others is central to:

Accepted Answer

A)  expectancy theory 
B)  the need for pay secrecy 
C)  pay-for-performance programs 
D)  equity theory 
A)  expectancy theory 
B)  the need for pay secrecy 
C)  pay-for-performance programs 
D)  equity theory

Question 3

_____ comprises the many benefits supplied by employers.

Accepted Answer

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

Question 4

Managers in companies with compensation scorecards often struggle to know if the promotions,raises,bonuses,and pay adjustments they make are in line with the rest of the organization and its strategy.

Accepted Answer

A) True 
 B)False

Question 5

Instrumentality refers to:

Accepted Answer

A)  wage rates of acceptable level 
B)  development of both internal and external pay equity 
C)  wage rates above the pay range maximum 
D)  rewards that are valued and motivate employees 
A)  wage rates of acceptable level 
B)  development of both internal and external pay equity 
C)  wage rates above the pay range maximum 
D)  rewards that are valued and motivate employees

Question 6

If rates of pay are high,thereby creating a large applicant pool,organizations may choose to raise their selection standards.

Accepted Answer

A) True 
 B)False

Question 7

Pay levels are limited in part by profitability of the firm and productivity of employees.

Accepted Answer

A) True 
 B)False

Question 8

A major criticism of competence-based pay systems is that after achieving the top wage,employees may be reluctant to continue their educational training.

Accepted Answer

A) True 
 B)False

Question 9

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

Question 10

Some research shows that most Americans believe that large bonuses at Wall Street should be prohibited.

Accepted Answer

A) True 
 B)False

Question 11

Using the point method of job evaluation requires that managers:

Accepted Answer

A)  select key jobs for comparison purposes. 
B)  compare job requirements against degree descriptions. 
C)  link point totals to the wage curve. 
D)  rank jobs by compensable factors. 
A)  select key jobs for comparison purposes. 
B)  compare job requirements against degree descriptions. 
C)  link point totals to the wage curve. 
D)  rank jobs by compensable factors.

Question 12

Pay equity is achieved when employees' compensation is equal to the value of the work they perform.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is NOT a form of pay equity?

Accepted Answer

A)  internal equity 
B)  external equity 
C)  collective equity 
D)  individual equity 
A)  internal equity 
B)  external equity 
C)  collective equity 
D)  individual equity

Question 14

The federal civil service job classification system uses which type of job evaluation system?

Accepted Answer

A)  point method 
B)  job ranking 
C)  factor comparison method 
D)  job classification system 
A)  point method 
B)  job ranking 
C)  factor comparison method 
D)  job classification system

Question 15

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

Accepted Answer

A)  the point method. 
B)  job ranking. 
C)  work valuation 
D)  the Hay profile method. 
A)  the point method. 
B)  job ranking. 
C)  work valuation 
D)  the Hay profile method.

Question 16

Outside salespeople,along with executives and administrators,are exempt from overtime provisions under the Fair Labor Standards Act.

Accepted Answer

A) True 
 B)False

Question 17

According the compensation scorecard,functions with a compa ratio below 100 percent 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 18

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 19

Among the goals of strategic compensation policy are rewarding past performance,attracting new employees,and reducing turnover.

Accepted Answer

A) True 
 B)False

Question 20

The Hay profile method is useful for evaluating jobs of all types and levels.

Accepted Answer

A) True 
 B)False

The most common cost-of-living adjustments are ____ cent per hour for each .3-point or .4-point change in the CPI.

The fact that people make comparisons to others is central to:

_____ comprises the many benefits supplied by employers.

Managers in companies with compensation scorecards often struggle to know if the promotions,raises,bonuses,and pay adjustments they make are in line with the rest of the organization and its strategy.

Instrumentality refers to:

If rates of pay are high,thereby creating a large applicant pool,organizations may choose to raise their selection standards.

Pay levels are limited in part by profitability of the firm and productivity of employees.

A major criticism of competence-based pay systems is that after achieving the top wage,employees may be reluctant to continue their educational training.

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:

Some research shows that most Americans believe that large bonuses at Wall Street should be prohibited.

Using the point method of job evaluation requires that managers:

Pay equity is achieved when employees' compensation is equal to the value of the work they perform.

Which of the following is NOT a form of pay equity?

The federal civil service job classification system uses which type of job evaluation system?

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

Outside salespeople,along with executives and administrators,are exempt from overtime provisions under the Fair Labor Standards Act.

According the compensation scorecard,functions with a compa ratio below 100 percent are considered to be paying their employees below the company norm.

Pay levels are limited in part by:

Among the goals of strategic compensation policy are rewarding past performance,attracting new employees,and reducing turnover.

The Hay profile method is useful for evaluating jobs of all types and levels.

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

The most common cost-of-living adjustments are ____ cent per hour for each .3-point or .4-point change in the CPI.

The fact that people make comparisons to others is central to:

_____ comprises the many benefits supplied by employers.

Managers in companies with compensation scorecards often struggle to know if the promotions,raises,bonuses,and pay adjustments they make are in line with the rest of the organization and its strategy.

Instrumentality refers to:

If rates of pay are high,thereby creating a large applicant pool,organizations may choose to raise their selection standards.

Pay levels are limited in part by profitability of the firm and productivity of employees.

A major criticism of competence-based pay systems is that after achieving the top wage,employees may be reluctant to continue their educational training.

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:

Some research shows that most Americans believe that large bonuses at Wall Street should be prohibited.

Using the point method of job evaluation requires that managers:

Pay equity is achieved when employees' compensation is equal to the value of the work they perform.

Which of the following is NOT a form of pay equity?

The federal civil service job classification system uses which type of job evaluation system?

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

Outside salespeople,along with executives and administrators,are exempt from overtime provisions under the Fair Labor Standards Act.

According the compensation scorecard,functions with a compa ratio below 100 percent are considered to be paying their employees below the company norm.

Pay levels are limited in part by:

Among the goals of strategic compensation policy are rewarding past performance,attracting new employees,and reducing turnover.

The Hay profile method is useful for evaluating jobs of all types and levels.

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