Question 1

Which of the following terms refers to a systematic comparison done in order to determine the worth of one job relative to another?

Accepted Answer

A) job analysis 
B) job evaluation 
C) job description 
D) job classification 
A) job analysis 
B) job evaluation 
C) job description 
D) job classification

Question 2

Which of the following job evaluation methods is associated with almost every comparable worth lawsuit?

Accepted Answer

A) job classification method 
B) job grading method 
C) ranking method 
D) point method 
A) job classification method 
B) job grading method 
C) ranking method 
D) point method

Question 3

Which of the following shows the relationship between the value of the job and the average pay for this job?

Accepted Answer

A) benchmark 
B) pay grade 
C) scatter plot 
D) wage curve 
A) benchmark 
B) pay grade 
C) scatter plot 
D) wage curve

Question 4

Advocates of competency-based pay assert that the system encourages employees to develop the knowledge, skills, and behaviors a firm needs to achieve its strategic goals.

Accepted Answer

A) True 
 B)False

Question 5

Which job evaluation method is a quantitative technique involving the identification of several compensable factors and the degree to which each of these factors is present in the job?

Accepted Answer

A) ranking method 
B) point method 
C) job grading method 
D) job classification method 
A) ranking method 
B) point method 
C) job grading method 
D) job classification method

Question 6

Which of the following is NOT one of the forms of equity related to compensation issues?

Accepted Answer

A) group 
B) external 
C) individual 
D) procedural 
A) group 
B) external 
C) individual 
D) procedural

Question 7

What theory of motivation states that people are strongly motivated to maintain a balance between what they perceive as their contributions and their rewards?

Accepted Answer

A) Two-factor theory 
B) Equity theory 
C) Learned needs theory 
D) Expectancy theory 
A) Two-factor theory 
B) Equity theory 
C) Learned needs theory 
D) Expectancy theory

Question 8

The primary advantage of broadbanding is that it provides greater flexibility into employee assignments.

Accepted Answer

A) True 
 B)False

Question 9

What type of equity is a manager most likely trying to maintain through the use of performance appraisals and incentive pay?

Accepted Answer

A) internal 
B) external 
C) individual 
D) procedural 
A) internal 
B) external 
C) individual 
D) procedural

Question 10

Which of the following factors has the LEAST effect on the design of an organization's pay plan?

Accepted Answer

A) legal 
B) union 
C) company vision 
D) company policy 
A) legal 
B) union 
C) company vision 
D) company policy

Which of the following terms refers to a systematic comparison done in order to determine the worth of one job relative to another?

Which of the following job evaluation methods is associated with almost every comparable worth lawsuit?

Which of the following shows the relationship between the value of the job and the average pay for this job?

Advocates of competency-based pay assert that the system encourages employees to develop the knowledge, skills, and behaviors a firm needs to achieve its strategic goals.

Which job evaluation method is a quantitative technique involving the identification of several compensable factors and the degree to which each of these factors is present in the job?

Which of the following is NOT one of the forms of equity related to compensation issues?

What theory of motivation states that people are strongly motivated to maintain a balance between what they perceive as their contributions and their rewards?

The primary advantage of broadbanding is that it provides greater flexibility into employee assignments.

What type of equity is a manager most likely trying to maintain through the use of performance appraisals and incentive pay?

Which of the following factors has the LEAST effect on the design of an organization's pay plan?

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters

Exam 11: Establishing Strategic Pay Plans

Which of the following terms refers to a systematic comparison done in order to determine the worth of one job relative to another?

Which of the following job evaluation methods is associated with almost every comparable worth lawsuit?

Which of the following shows the relationship between the value of the job and the average pay for this job?

Advocates of competency-based pay assert that the system encourages employees to develop the knowledge, skills, and behaviors a firm needs to achieve its strategic goals.

Which job evaluation method is a quantitative technique involving the identification of several compensable factors and the degree to which each of these factors is present in the job?

Which of the following is NOT one of the forms of equity related to compensation issues?

What theory of motivation states that people are strongly motivated to maintain a balance between what they perceive as their contributions and their rewards?

The primary advantage of broadbanding is that it provides greater flexibility into employee assignments.

What type of equity is a manager most likely trying to maintain through the use of performance appraisals and incentive pay?

Which of the following factors has the LEAST effect on the design of an organization's pay plan?

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters