Question 1

Which of the following would managers use to monitor and maintain external equity?

Accepted Answer

A)  Salary surveys 
B)  Pay equity legislation 
C)  Human rights act 
D)  Performance appraisals 
E)  Employee grievances 
A)  Salary surveys 
B)  Pay equity legislation 
C)  Human rights act 
D)  Performance appraisals 
E)  Employee grievances

Question 2

Kenty runs a small manufacturing company. A worker hurt his hand on a vertical grinding machine. Kenty filed the proper legal documents quickly so the worker could receive benefits while recovering from his injury. Which type of legislation did Kenty adhere to quickly?

Accepted Answer

A)  Pay equity 
B)  Workers compensation 
C)  Human rights 
D)  Overtime pay 
E)  Pensions 
A)  Pay equity 
B)  Workers compensation 
C)  Human rights 
D)  Overtime pay 
E)  Pensions

Question 3

Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. What is this known as?

Accepted Answer

A)  Compensation policy 
B)  Internal equity 
C)  Wage compensation 
D)  External equity 
E)  Need for equity 
A)  Compensation policy 
B)  Internal equity 
C)  Wage compensation 
D)  External equity 
E)  Need for equity

Question 4

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Accepted Answer

A) True 
 B)False

Question 5

Who should write the compensation policies for a company?

Accepted Answer

A)  CEO 
B)  CFO 
C)  Direct managers 
D)  Labour consultant 
E)  HR manager 
A)  CEO 
B)  CFO 
C)  Direct managers 
D)  Labour consultant 
E)  HR manager

Question 6

A benchmark job is held by the higher achievers of companies serves as the performance target for employees.

Accepted Answer

A) True 
 B)False

Question 7

What does job evaluation determine?

Accepted Answer

A)  Performance appraisals of individuals to the group 
B)  Promotability of employees who are not yet managers 
C)  Merit reviews of individuals to the group 
D)  The relative value of an individual's career earnings to the group's 
E)  The relative worth of jobs within a firm 
A)  Performance appraisals of individuals to the group 
B)  Promotability of employees who are not yet managers 
C)  Merit reviews of individuals to the group 
D)  The relative value of an individual's career earnings to the group's 
E)  The relative worth of jobs within a firm

Question 8

What is the basic advantage of broadbanding?

Accepted Answer

A)  Facilitates internal and external equity 
B)  Encourages human rights adherence by the employer 
C)  Eliminates upward bias in job evaluation 
D)  Injects greater flexibility into employee compensation 
E)  Creates a true company hierarchy 
A)  Facilitates internal and external equity 
B)  Encourages human rights adherence by the employer 
C)  Eliminates upward bias in job evaluation 
D)  Injects greater flexibility into employee compensation 
E)  Creates a true company hierarchy

Question 9

The purpose of pay equity is to eliminate discrimination based on gender, age, culture, and other differences within an organization.

Accepted Answer

A) True 
 B)False

Question 10

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Accepted Answer

One point for each major factor plus up

Question 11

Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.

Accepted Answer

One point for defining pay-for-knowledge

Question 12

What is a diverse group of people called who meet together to ensure the fair and comprehensive representation of the nature and requirements of a job in question?

Accepted Answer

A)  Performance appraisal committee 
B)  Job evaluation committee 
C)  Union negotiating team 
D)  Management negotiating team 
E)  Position review committee 
A)  Performance appraisal committee 
B)  Job evaluation committee 
C)  Union negotiating team 
D)  Management negotiating team 
E)  Position review committee

Question 13

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

Accepted Answer

A) True 
 B)False

Question 14

What are the three stages in establishing pay rates?

Accepted Answer

A)  Job evaluation, conducting salary surveys, and combining job evaluation and salary survey results 
B)  Consulting with industry, determining salaries for executive positions, and deciding on a benefits plan 
C)  Pricing of benchmark jobs, collecting data on insurance benefits, and evaluating benefits packages 
D)  Collecting data on insurance benefits, creating a salary survey, and hiring external consultants 
E)  Collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist 
A)  Job evaluation, conducting salary surveys, and combining job evaluation and salary survey results 
B)  Consulting with industry, determining salaries for executive positions, and deciding on a benefits plan 
C)  Pricing of benchmark jobs, collecting data on insurance benefits, and evaluating benefits packages 
D)  Collecting data on insurance benefits, creating a salary survey, and hiring external consultants 
E)  Collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist

Question 15

What is the formal term for a group of jobs that have approximately the same value?

Accepted Answer

A)  Salary grade 
B)  Wage grade 
C)  Pay grade 
D)  Job grade 
E)  Point grade 
A)  Salary grade 
B)  Wage grade 
C)  Pay grade 
D)  Job grade 
E)  Point grade

Question 16

What is the disadvantage of using the job classification method in job evaluation?

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 17

What is the eventual result of job evaluation?

Accepted Answer

A)  Job hierarchy 
B)  Promotion process 
C)  Internal equity 
D)  Human rights 
E)  Compensable factors 
A)  Job hierarchy 
B)  Promotion process 
C)  Internal equity 
D)  Human rights 
E)  Compensable factors

Question 18

The problem with having a wage structure with underpaid employees can be solved through raising their wages to which of the following?

Accepted Answer

A)  An external industry pay grade system 
B)  The midrange of an employee's pay grade 
C)  The minimum of the rate range for their pay grade 
D)  The maximum of the rate range for their pay grade 
E)  Be competitive with other jobs in the firm 
A)  An external industry pay grade system 
B)  The midrange of an employee's pay grade 
C)  The minimum of the rate range for their pay grade 
D)  The maximum of the rate range for their pay grade 
E)  Be competitive with other jobs in the firm

Question 19

What is used to assign pay rates to each pay grade?

Accepted Answer

A)  Rate range 
B)  Job evaluation 
C)  Wage grade 
D)  Wage curve 
E)  Performance appraisal 
A)  Rate range 
B)  Job evaluation 
C)  Wage grade 
D)  Wage curve 
E)  Performance appraisal

Question 20

Pay equity has narrowed the wage gap but it still exists. What is the explanation for this?

Accepted Answer

A)  Glass ceiling effect 
B)  Upward bias 
C)  Systemic discrimination 
D)  Increased contract work 
E)  Demands for work/life balance 
A)  Glass ceiling effect 
B)  Upward bias 
C)  Systemic discrimination 
D)  Increased contract work 
E)  Demands for work/life balance

Which of the following would managers use to monitor and maintain external equity?

Kenty runs a small manufacturing company. A worker hurt his hand on a vertical grinding machine. Kenty filed the proper legal documents quickly so the worker could receive benefits while recovering from his injury. Which type of legislation did Kenty adhere to quickly?

Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. What is this known as?

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Who should write the compensation policies for a company?

A benchmark job is held by the higher achievers of companies serves as the performance target for employees.

What does job evaluation determine?

What is the basic advantage of broadbanding?

The purpose of pay equity is to eliminate discrimination based on gender, age, culture, and other differences within an organization.

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.

What is a diverse group of people called who meet together to ensure the fair and comprehensive representation of the nature and requirements of a job in question?

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

What are the three stages in establishing pay rates?

What is the formal term for a group of jobs that have approximately the same value?

What is the disadvantage of using the job classification method in job evaluation?

What is the eventual result of job evaluation?

The problem with having a wage structure with underpaid employees can be solved through raising their wages to which of the following?

What is used to assign pay rates to each pay grade?

Pay equity has narrowed the wage gap but it still exists. What is the explanation for this?

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 11: Strategic Pay Plans

Which of the following would managers use to monitor and maintain external equity?

Kenty runs a small manufacturing company. A worker hurt his hand on a vertical grinding machine. Kenty filed the proper legal documents quickly so the worker could receive benefits while recovering from his injury. Which type of legislation did Kenty adhere to quickly?

Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. What is this known as?

Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Who should write the compensation policies for a company?

A benchmark job is held by the higher achievers of companies serves as the performance target for employees.

What does job evaluation determine?

What is the basic advantage of broadbanding?

The purpose of pay equity is to eliminate discrimination based on gender, age, culture, and other differences within an organization.

Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.

What is a diverse group of people called who meet together to ensure the fair and comprehensive representation of the nature and requirements of a job in question?

The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

What are the three stages in establishing pay rates?

What is the formal term for a group of jobs that have approximately the same value?

What is the disadvantage of using the job classification method in job evaluation?

What is the eventual result of job evaluation?

The problem with having a wage structure with underpaid employees can be solved through raising their wages to which of the following?

What is used to assign pay rates to each pay grade?

Pay equity has narrowed the wage gap but it still exists. What is the explanation for this?

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters