Reference no: EM13338566

1 A strategy map contains strategies about all but which of the following?
a) External competitiveness
b) Management
c) HR alignment
d) Employee contributions

2 Bill says, "I don't trust the way the company determines pay rates in my department." Bill is most concerned about ____?
a) Procedural justice
b) Distributive justice
c) Internal equity
d) External equity

3. Which of the following is not part of the descriptions of a pay structure?
a) Pay differentials
b) Criteria determining pay differences
c) Performance pay
d) Number of levels

4. Which of the following is not an appropriate basis for evaluating the worth of jobs to an organization?
b) Worker performance
c) External market
d) Skills required
e) Organizational culture

5. Research investigating high-performance workplaces found that performance-based pay _____ when combined with other high performance practices.
a) Improves attitudes and behaviors
b) Shows large productivity improvements
c) Reduces labor costs
d) Has little effect on quality

6. Job analysis is important for both managers and employees because it is
a) The basis for work-related rationale for pay differences
b) An important result of the job evaluation process
c) Required under the Fair Labor Standards Act
d) Required for performance appraisal

7. Most job structures are best described as
a) Job-based
b) Person-based
c) Both person and job based
d) Competency based

8. Which of the following is an intension of differentials?
a) Motivating people to strive for promotion to a higher-paying level
b) Motivating workers to seek additional training
c) Making workers feel it is fair that the next highest job is paid more than their job
d) Motivating worker by productivity incentives

9. The ________ method of job evaluation uses compensable factors.
a) Classification
b) Point
c) Position analysis questionnaire
d) Ranking

10. Decisions regarding what forms compensation should be a part of _______.
a) Internal alignment
b) External competitiveness
c) Employee contributions
d) Management

11. Which of the following is not a characteristic of an aligned pay structure?
a) Supports the way work gets done
b) Fits the organization business strategy
c) Is fair to employees
d) Complies with the FLS Act

12. _____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers
a) Job analysis
b) Market analysis
c) Job structure
d) Supply chain analysis

13. Common bases for modern pay structures include all but which of the following?
a) Content of the work
b) Skills and knowledge required to perform the work
c) Seniority and experience
d) Relative value for achieving organizational objectives

14. The well-defined jobs a McDonald's and their small differences in pay are an example of a(n) _______ internal pay structure.
a) Closely tailored
b) Loosely coupled
c) Very competitive
d) Egalitarian
15. Routine work is also termed ________.
a) Transactional work
b) Hygiene work
c) Tacit work
d) System work

16. When employees can see the relationships between their work, the work of others and the organization's objectives, this is called
a) Procedural justice
b) Line-of-sight
c) Goal congruence
d) Path-goal-congruence

17. Which theory predicts individual performance will be maximized when the pay differentials between job levels is large?
a) Tournament
b) Equity
c) Marginal productivity
d) Reinforcement theory

18. Which of the following is not a comparison employees use to judge the fairness of their organization's pay structure?
a) comparing jobs similar to their own
b) comparing their pay to external pay levels
c) comparing their pay raises to others in their organization
d) comparing their job's pay to other jobs in their organization

19. ______ is the most important factor affecting perception of fairness of a skill-based plan
a) the design of the certification process
b) the rate of movement through the skill blocks
c) extent of alignment with the organization's strategy
d) the time and effort required to learn skill blocks

20. A _____ approach controls costs by paying only as much as the work performed is worth, regardless of any greater skills the employee may process.
a) performance-based
b) competency based
c) job based
d) skill based

 

 

21. The main advantage of skill based pay plans is:
a) the line of sign is clear
b) they aid in matching workers to the work flow
c) they are less expensive than job based plans
d) courts view them very favorably

22. "Essential elements" refers to
a) tasks that are most important for job success
b) activities and duties rated critical by management
c) tasks that cannot be reassigned to other workers
d) highly rated tasks in a task inventory

23. All of the following have direct financial costs for an employer except:
a) benefits
b) relational returns
c) work life balance
d) income protection

24. Which of the following is the correct sequence?
a) job description>job evaluation>pay structure
b) job evaluation>job description>job structure
c) job analysis>job description>job evaluation>pay structure
d) job description>job evaluation>job structure

25. Employees view compensation as all but which of the following?
a) a return
b) an entitlement
c) a reward
d) an investment

26. What level of strategy is the question "how do we gain competitive advantage"?
a) corporate
b) business unit
c) HR
d) Departmental

27. A focus on competitor's costs is most closely associated with a ____strategy.
a) innovator
b) customer focused
c) cost cutter
d) differentiated

28. Unions prefer which of the following?
a) small pay differences between jobs and seniority based promotions
b) large pay differences between jobs and seniority based promotions
c) small pay differences between jobs and performance based promotions
d) equal pay raised for employees

29. Which of the following policy choices has the greatest effect on employees' decisions to stay with the organization and to seek additional training and responsibilities?
a) external competitiveness
b) employee contributions
c) internal alignment
d) job evaluation

30. The most commons bases for determining internal structures are:
a) work content and its value
b) seniority and experience
c) use value and exchange value
d) pay surveys and job evaluation

31. Flexible-generic job descriptions would most likely be used with a ___ strategy.
a) innovator
b) customer focused
c) differentiated
d) cost cutter

32. Which form of pay is likely to be least expensive for employers?
a) incentive
b) merit pay
c) cost of living adjustments
d) base pay

33. _____ implies that the way a pay decision is made may be as important to employees as the results of that decision.
a) fairness
b) compliance
c) efficiency
d) competitiveness

34. Which of the following is not a factor in defining equal work in the Equal Pay Act?
a) skill
b) effort
c) knowledge
d) working conditions

35. The most important factor determining success of a skilled based pay plan is:
a) its impact on labor costs
b) how well it aligns with the organization strategy
c) the stakeholder satisfaction with the plan
d) its effect on productivity

36. Which of the following is an example of a relational return?
a) short term incentives
b) recognition and status
c) work life balance
d) income protection

37. Egalitarian pay structures have all but which of the following characteristics?
a) few levels
b) small differentials
c) supports equal treatment
d) supports individual performers

38. Exchange value of a job is its ______
a) job content value
b) relative job value
c) internal market value
d) external market value

39. Which if the following would not be included in job identification information in a job analysis?
a) job title
b) department in which job is located
c) number of people who hold job
d) current pay level

40. _____ is the process of systematically determining the relative worth of jobs for the purpose of creating an organization's job structure.
a) performance evaluation
b) job analysis
c) job evaluation
d) point factor evaluation

41. Which of the following is least likely to be used as a skill based certification method?
a) tests
b) college degree
c) peer review
d) on the job demonstration

42. If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are ______.
a) reliable
b) valid
c) convergent
d) acceptable

43. Common characteristics of the point method include all of the following except:
a) benchmark factor classes
b) numerically scaled factor degrees
c) factor weights
d) compensable factors

44. A pay structure based upon the relative contribution of skills, tasks and responsibilities to the organization's goals is called the ____ approach.
a) content
b) value
c) job analysis
d) job evaluation

45. Which are the two reasons that make competencies a risky foundation for a pay system?
a) number of stakeholders and lack of a global standard
b) openness and non-quantifiable nature
c) vagueness and subjectivity
d) lack of motivation and abstract objectives

46. One of the best ways to increase employee acceptance for job analysis is to
a) reduce costs
b) meet Fair Labor Standards requirements
c) increase reliability
d) increase the involvement of employees

47. A small organization is most likely to use ____ for job evaluation.
a) classification
b) the point method
c) ranking method
d) the Hay plan

48. "Choosing techniques to fit strategy" is a part of which step in developing a total compensation system?
a) reassess
b) implement strategy
c) map a total compensation strategy
d) assess total compensation implications

49. Hierarchical pay structures have all but which of the following characteristics?
a) supports a close fit with the organization
b) supports cooperation
c) many levels
d) is based upon the job or person

50. Which of the following is not true of usage of multiple plans versus single job evaluation plans?
a) employers rarely evaluate all jobs in the organization at one time
b) many employers design difference evaluation plans for difference types of work
c) typically, a related group of jobs is used for evaluation
d) a single universal plan is acceptable to employees if the work covered is highly diverse

51. The role non-HR managers play in making pay decisions is called_____?
a) ownership
b) transparency
c) technology
d) decentralized decision making

52. Job analysis typically conducted by _______
a) experience job incumbents
b) HR specialist
c) HR generalists and supervisors
d) Supervisors and experiences workers

53. Which of the following are given as increments to the base pay in recognition of past work behavior?
a) base pay
b) cost of living adjustments
c) merit pay
d) incentives

54. The primary reason compensation is important to managers is because:
a) employees regard it as a reward
b) it influences employee behavior
c) it is a larger cost than benefits
d) stock holders dislike high compensation costs

55. Which if the following is not a characteristic if a benchmark job?
a) it is not to a particular employer
b) a reasonable proportion is the work force is employed in this job
c) the pay level is the best in the industry
d) the content of the job relatively stable over time

56. All of the following are advantages of the ranking method of job evaluation except:
a) rankings are easy to defend and justify
b) the evaluation process is fast
c) the evaluation process is inexpensive
d) the evaluation process is not complex

57. Choices among pay for performance, flat rate pay and profit sharing are examples of ____ policy decisions
a) internal alignment
b) efficiency
c) employee contributions
d) management

58. All of the following are true of compensable factors except:
a) reinforce an organization's culture
b) support the business direction
c) represent the nature of work
d) are common within an industry type

59. A job description is compared to class descriptions. This describes the ____ method of job evaluation
a) position analysis questionnaire
b) point
c) Hay Guide Chart-Profile
d) Classification

60. Compensable factors, skill blocks, and competency sets are all for the purpose of:
a) assessing relative value
b) collecting work content information
c) determining what to value
d) each of the three has a different purpose

61. Short Essay- (1 paragraph/ single spaced)
State the Theory of Marginal Productivity.

62. Short Essay- (1 paragraph/single spaced)
What are the different steps in formulating a total compensation strategy? List them in their order of occurrence.

63. Short Essay- (1 paragraph/single spaced)
What are the advantages of an egalitarian structure over a hierarchical structure?

64. Short Essay- (1 paragraph/single spaced)
What is strategy? How is it defined?